Updated 184 broken links to handbook index

After the handbook was split into smaller pages by https://gitlab.com/gitlab-com/www-gitlab-com/merge_requests/4939 many of the old links needed updating

README.md

@@ -308,7 +308,7 @@ follow the steps below:
    review.
 [frontmatter]: https://about.gitlab.com/handbook/marketing/blog/#frontmatter
-[Writing Style Guidelines]: https://about.gitlab.com/handbook/#writing-style-guidelines
+[Writing Style Guidelines]: https://about.gitlab.com/handbook/communication/#writing-style-guidelines
 [press releases]: https://about.gitlab.com/press/releases/
 [press category]: https://about.gitlab.com/blog/categories/press
 [blog archives]: https://about.gitlab.com/blog/archives.html

source/about/index.html.md

@@ -82,7 +82,7 @@ Please see our [press page](https://about.gitlab.com/press/) to download the log
 ## Values
-Please see the [values section in our handbook](https://about.gitlab.com/handbook/#values).
+Please see the [values section in our handbook](https://about.gitlab.com/handbook/values).
 ## Our stewardship of GitLab CE<a name="stewardship"></a><a name="our-stewardship-of-gitlab-ce"></a>

source/culture/gitlab-101/index.html.md

@@ -7,10 +7,10 @@ title: "GitLab 101"
 During the monthly GitLab 101 call with new hires and the CEO where we talk about the following topics. This is a zoom call (please make sure there is no Google Hangout link in the invite). The agenda is below, urls are expanded so you can click on them when we paste this in the calendar invite:
 1. Overview of the GitLab history [https://about.gitlab.com/about/#a-brief-history-of-gitlab](https://about.gitlab.com/about/#a-brief-history-of-gitlab)
-1. Our values [https://about.gitlab.com/handbook/#values](https://about.gitlab.com/handbook/#values)
+1. Our values [https://about.gitlab.com/handbook/values](https://about.gitlab.com/handbook/values)
 1. Everyone introduces themselves using the order in the calendar invite. What do you do at GitLab? Why did you join GitLab? What do you enjoy in your private life (quirky details are encouraged, also feel free to introduce your significant other and/or pets)? Did you already have 10 virtual coffee breaks? If you already had 10 are you open to more?
 1. Team structure [https://about.gitlab.com/team/structure/](https://about.gitlab.com/team/structure/)
-1. How we work [https://about.gitlab.com/handbook/#general-guidelines](https://about.gitlab.com/handbook/#general-guidelines)
+1. How we work [https://about.gitlab.com/handbook/general-guidelines](https://about.gitlab.com/handbook/general-guidelines)
 1. Q&A, which results in the FAQ on [https://about.gitlab.com/culture/gitlab-101/](https://about.gitlab.com/culture/gitlab-101/), this is done by a people-ops person that also joins the call.
 ### Frequently Asked Questions about the GitLab Culture

source/culture/index.html.md.erb

@@ -115,9 +115,9 @@ By sending out our Feedback Form (find the link to the "open" form by accessing
 [this "closed" document](https://docs.google.com/document/d/12ZAACGeS2_nz6AFXqf78x9iv2LB_hyX9fcT4s9nJF4M/edit))
 we gather feedback from GitLabbers anonymously. We then share the main highlights
 and concerns / wishes / things people wonder about with the entire team by discussing
-them during our [Team Call](https://about.gitlab.com/handbook/#team-call) and posting
+them during our [Team Call](https://about.gitlab.com/hanbook/communication/#team-call) and posting
 all topics that came up along with their responses here (with the exception of
-[topics](https://about.gitlab.com/handbook/#general-guidelines) that by nature
+[topics](https://about.gitlab.com/handbook/general-guidelines) that by nature
 are not shared outside of the company). _The responses may be altered from the original wording in an effort to maintain anonymity, while also maintaining the same spirit and message of the response._
 
 ### Feedback from the GitLab team - November 2016
@@ -143,9 +143,9 @@ responsibility, willingness of GitLabbers to teach new GitLabbers, transparency,
 1. Focus on growth of GitLabbers within the organization.
   * People Ops has instituted Grovo (individual contributor and management training), as well as Lattice (OKRs) to assist in the growth of GitLabbers within their position at GitLab. We will continue to strive to work with managers to develop GitLabbers at GitLab by drafting Professional Development Plans see [issue](https://gitlab.com/gitlab-com/peopleops/issues/170).
 1. More face-to-face meetings and ability to meet up with GitLabbers close by.
-  * Please expense travel to visit GitLabbers as described in [Spending Company Money](https://about.gitlab.com/handbook/#spending-company-money).
+  * Please expense travel to visit GitLabbers as described in [Spending Company Money](https://about.gitlab.com/handbook/spending-company-money).
 1. Adjust the team call format to include more regular functional group updates.
-  * The [team call](https://about.gitlab.com/handbook/#team-call) now has weekend updates every two weeks, a separate call for APAC GitLabbers to give their weekend update, and [functional group updates](https://about.gitlab.com/handbook/people-operations/functional-group-updates/) are separate events.
+  * The [team call](https://about.gitlab.com/hanbook/communication/#team-call) now has weekend updates every two weeks, a separate call for APAC GitLabbers to give their weekend update, and [functional group updates](https://about.gitlab.com/handbook/people-operations/functional-group-updates/) are separate events.
 1. Have more employee agreements instead of contractor agreements.
   * People Ops will be working to establish new entities/payrolls in more countries as we grow. Once this is completed we can transfer contractors to employees.
 1. Hire in departments that need more GitLabbers.
@@ -153,11 +153,11 @@ responsibility, willingness of GitLabbers to teach new GitLabbers, transparency,
 1. Refine onboarding to be less intense/intimidating.
   * Onboarding can be overwhelming and sometimes confusing. To alleviate confusion about what you are doing and why, we created an [Onboarding](https://about.gitlab.com/handbook/general-onboarding/onboarding-101/) guide to explain each step. Update: This page has been moved to [Onboarding](https://about.gitlab.com/handbook/general-onboarding/).
 1. Move unlimited vacation to a set amount so GitLabbers take their full vacation.
-  * We are taking a look at what the best option is in regards to a limited or unlimited vacation. We want to urge that GitLabbers take enough [time off](https://about.gitlab.com/handbook/#paid-time-off) to recharge! Unlimited vacation/taking vacation is encourage at GitLab. For information on how these developments are going, check out the open [issue](https://gitlab.com/gitlab-com/www-gitlab-com/issues/952)
+  * We are taking a look at what the best option is in regards to a limited or unlimited vacation. We want to urge that GitLabbers take enough [time off](https://about.gitlab.com/handbook/paid-time-off) to recharge! Unlimited vacation/taking vacation is encourage at GitLab. For information on how these developments are going, check out the open [issue](https://gitlab.com/gitlab-com/www-gitlab-com/issues/952)
 1. Less downtime on GitLab.com.
   * Our Infastructure team is always looking for new ways to improve the ownership of the things we ship. The team will look to have owners of services or features, and these services working will be the way they prove that they are actually delivering. Infrastructure has also increased uptime to 99.91% in [December 2016](http://stats.pingdom.com/81vpf8jyr1h9/1902794/2016/12).
 1. Casual and social interaction.
-  * We have instituted [Coffee Breaks](https://about.gitlab.com/handbook/#coffee-break-calls) to promote catching up with GitLabbers. Also, all GitLabbers are just a click away on Slack or a call away on the [Random Hangout](https://about.gitlab.com/handbook/#random-room).
+  * We have instituted [Coffee Breaks](https://about.gitlab.com/handbook/working-remotely/#coffee-break-calls) to promote catching up with GitLabbers. Also, all GitLabbers are just a click away on Slack or a call away on the [Random Hangout](https://about.gitlab.com/handbook/communication/#random-room).
 1. Revise Workable Notifications.
   * Sometimes it can be hard to manage Workable notifications. Here are some [guidelines](https://about.gitlab.com/handbook/hiring/#general-points-about-moving-applicants-through-the-process) to keep your inbox low.
 
@@ -166,7 +166,7 @@ responsibility, willingness of GitLabbers to teach new GitLabbers, transparency,
 1. Are we growing too fast?
   * Check out our [strategy](https://about.gitlab.com/strategy/) page for why we are growing faster than feels intuitive.
 1. How to improve myself as a professional?
-  * Aside from the internal tools at GitLab, you can expense any course or training that falls in line with [Spending Company Money](https://about.gitlab.com/handbook/#spending-company-money). Questions? Just ask your manager or People Ops.
+  * Aside from the internal tools at GitLab, you can expense any course or training that falls in line with [Spending Company Money](https://about.gitlab.com/handbook/spending-company-money). Questions? Just ask your manager or People Ops.
 1. How are we using our series B funding?
   * We have released our [master plan](https://about.gitlab.com/2016/09/13/gitlab-master-plan/) for how we plan on growing as a company as a result of our Series B Funding. Also, check out our [Strategy Page](https://about.gitlab.com/strategy/).
 1. What are the plans for parental leave?
@@ -221,7 +221,7 @@ quickly rejected as 'won't work' or 'not interested' without much explanation."
  1. "Wish we had more time"/ "Wonder if sometimes we go too fast and should go slower
  to focus on quality and testing more"
     * Please make sure you take enough
-    [time off](https://about.gitlab.com/handbook/#paid-time-off) to recharge!
+    [time off](https://about.gitlab.com/handbook/paid-time-off) to recharge!
     Having a rapid release cycle contributes to increasing quality over time being able to iterate faster. For
     particular concerns in an individual issue, please raise your concerns in the
     issue. Because GitLab has gotten very popular the absolute amount of bugs might be increasing.
@@ -233,7 +233,7 @@ quickly rejected as 'won't work' or 'not interested' without much explanation."
 1. "Better supervision in the first two months"
    * Always be sure to reach out to your manager if you feel that you need more guidance. Your peers are a Slack message away.
 1. "Maybe a more competitive salary"
-   * From the [handbook](https://about.gitlab.com/handbook/#general-guidelines): "If you are unhappy with anything (your duties, your colleague, your boss, your salary, your location, your computer) please let your boss, or the CEO, know as soon as you realize it. We want to solve problems while they are small."
+   * From the [handbook](https://about.gitlab.com/handbook/general-guidelines): "If you are unhappy with anything (your duties, your colleague, your boss, your salary, your location, your computer) please let your boss, or the CEO, know as soon as you realize it. We want to solve problems while they are small."
 1. "A step between review/QA and deployment."
    * Review happens through merge requests, and QA happens as part of the release process. We can't think of anything else at the moment that would not introduce gates that cause delay and inefficiency.
 1. "Off-site meetings during the year and/or team-specific summits, like a hackathon"

source/handbook/benefits/index.html.md

@@ -19,7 +19,7 @@ NOTE: Our contractor agreements and employment contracts are all on the [Contrac
 ## General Benefits
-1. GitLab will pay for the items listed under [spending company money](https://about.gitlab.com/handbook/#spending-company-money).
+1. GitLab will pay for the items listed under [spending company money](https://about.gitlab.com/handbook/spending-company-money).
 1. [Stock options](/handbook/stock-options/) are offered to most GitLabbers.
 1.  Deceased team member:
     In the unfortunate event that a GitLab team member passes away, GitLab will
@@ -34,14 +34,14 @@ NOTE: Our contractor agreements and employment contracts are all on the [Contrac
          * For part-time GitLabbers, the lump sum is calculated pro-rata, so
            for example for a team member that works for GitLab 50% of the time,
            the lump sum would be $10,000.
-1. [Paid time off policy](https://about.gitlab.com/handbook/#paid-time-off).
+1. [Paid time off policy](https://about.gitlab.com/handbook/paid-time-off).
 1. [GitLab Summit](https://about.gitlab.com/culture/summits)
    * Every nine months orso GitLabbers gather at an exciting new location to [stay connected](https://about.gitlab.com/2016/12/05/how-we-stay-connected-as-a-remote-company/), at what we like to call a GitLab Summit. It is important to spend time face to face to get to know your team and, if possible, meet everyone who has also [bought into the company vision](http://www.excitingrole.com/how-to-do-startup-due-diligence/#.h/). There are fun activities planned by our GitLab Summit Experts, work time, and presentations from different functional groups to make this an experience that you are unlikely to forget! Attendance is optional, but encouraged. For more information and compilations of our past summits check out our [summits page](https://about.gitlab.com/culture/summits).
-1. [Further incentives](https://about.gitlab.com/handbook/#incentives), such as
-   - [Sales Target Dinner Evangelism Reward](https://about.gitlab.com/handbook/#sales-target-dinner)
-   - [Discretionary Bonuses](https://about.gitlab.com/handbook/#discretionary-bonuses)
-   - [Referral Bonuses](https://about.gitlab.com/handbook/#referral-bonuses)
-   - [Work Remotely Travel Grant](https://about.gitlab.com/handbook/#travel-grant)
+1. [Further incentives](https://about.gitlab.com/handbook/incentives), such as
+   - [Sales Target Dinner Evangelism Reward](https://about.gitlab.com/handbook/incentives/#sales-target-dinner)
+   - [Discretionary Bonuses](https://about.gitlab.com/handbook/incentives/#discretionary-bonuses)
+   - [Referral Bonuses](https://about.gitlab.com/handbook/incentives/#referral-bonuses)
+   - [Work Remotely Travel Grant](https://about.gitlab.com/handbook/incentives/#travel-grant)
 ## Specific to employees based in the Netherlands

source/handbook/contracts/index.html.md

@@ -32,7 +32,7 @@ The following set of steps should suffice:
 addresses, etc. (fields are named the same in the contracts / PIAA to make this easier). The one exception to the curly bracket find and replace process is the Belgian contract, the fields that need to be edited are highlighted.
 1. When removing optional clauses, take care that the paragraph / section numbering still makes sense (especially for the GitLab Inc offer letter).
 1. Have the contract reviewed, per the guideline on the [Hiring page](https://about.gitlab.com/handbook/hiring/#prep-contracts).
-1. [Process new contract(s) via HelloSign](https://about.gitlab.com/handbook/people-operations/sop/#hellosign) (also see [how to get legal documents signed](https://about.gitlab.com/handbook/#signing-legal-documents) ).
+1. [Process new contract(s) via HelloSign](https://about.gitlab.com/handbook/people-operations/sop/#hellosign) (also see [how to get legal documents signed](https://about.gitlab.com/handbook/signing-legal-documents) ).
 1. If you are processing a GitLab Inc. contractor agreement, also send a W9. The template can be found in HelloSign.
 1. Once the contract is signed, place the signed pdf in the team member's folder in BambooHR.
 1. Delete the google doc that was used for the preparation of the contract; it is superseded by the signed version in BambooHR.

source/handbook/designer-onboarding/index.html.md

@@ -36,16 +36,16 @@ As you may already know, at GitLab we work in the open, and a large part of that
 - [Design handbook](/handbook/marketing/design)
 - [Brand Guidelines](/handbook/marketing/design/brand-guidelines)
 - [Marketing handbook](/handbook/marketing/)
-- [GitLab's Values](/handbook/#values)
-- [General Guidelines](/handbook/#general-guidelines)
-- [GitLab Workflow](/handbook/#gitlab-workflow)
+- [GitLab's Values](/handbook/values)
+- [General Guidelines](/handbook/general-guidelines)
+- [GitLab Workflow](/handbook/communication/#gitlab-workflow)
 ## Design tools
 Every (marketing) designer receives licenses for [Adobe CC](http://www.adobe.com/creativecloud.html) and [Sketch](https://www.sketchapp.com/).
 ## Gathering Feedback
-As Design can be subjective, discussion can heat up. Always try to be [direct](/handbook/#directness), but [kind](/handbook/#kindness). Try to give your best reasoning for your choices and evaluate everyone's opinions. Try to come up with a solution instead of discussing endlessly. If you think additional perspective is needed mention a fellow designer in the issue.
+As Design can be subjective, discussion can heat up. Always try to be [direct](/handbook/values/#directness), but [kind](/handbook/values/#kindness). Try to give your best reasoning for your choices and evaluate everyone's opinions. Try to come up with a solution instead of discussing endlessly. If you think additional perspective is needed mention a fellow designer in the issue.
 ## Marketing OKRs

source/handbook/engineering/fix4all/index.html.md

@@ -78,7 +78,7 @@ canonical reference, but here's a quick-start guide:
 * Look for Tier 1 and Tier 2 tickets that aren't currently being worked on
   (ZenDesk will show you if other people are currently looking at a ticket).
 * Keep GitLab's
-  [user communication guidelines](https://about.gitlab.com/handbook/#user-communication-guidelines)
+  [user communication guidelines](https://about.gitlab.com/handbook/communication/#user-communication-guidelines)
   in mind at all times.
 * When replying, set the ticket status to 'Pending' (awaiting response from
   customer) or 'Solved' (no reply expected).

source/handbook/general-onboarding/index.html.md

@@ -36,7 +36,7 @@ Throughout your first few days at GitLab it is important to focus on the onboard
 #### Getting Started
-* Review our [Team Call Section](/handbook/#team-call) for the daily call. In the calendar invite is a link to the Team Call agenda. This holds what we will be talking about that day, as well as the order of Team Monday-Thursday at the top of that page. If you are curious when you will get to share what you have been up to, you can look there.
+* Review our [Team Call Section](/hanbook/communication/#team-call) for the daily call. In the calendar invite is a link to the Team Call agenda. This holds what we will be talking about that day, as well as the order of Team Monday-Thursday at the top of that page. If you are curious when you will get to share what you have been up to, you can look there.
 * Connect with GitLab's social media sites:
   1. [LinkedIn](https://www.linkedin.com/company/gitlab-com)
@@ -50,7 +50,7 @@ Throughout your first few days at GitLab it is important to focus on the onboard
 ### The Onboarding Issue
-In the onboarding issue, we ask you to complete a variety of tasks. Here are some [tips](https://about.gitlab.com/handbook/#tools) on items like gmail, zoom, calendly, etc. The onboarding issue can be seen at the bottom of this page.
+In the onboarding issue, we ask you to complete a variety of tasks. Here are some [tips](https://about.gitlab.com/handbook/tools-and-tips) on items like gmail, zoom, calendly, etc. The onboarding issue can be seen at the bottom of this page.
 #### 1Password
@@ -68,11 +68,11 @@ The information from BambooHR is used to feed other systems, so it is important
 ##### GitLab.com vs Dev.GitLab.org
-Your onboarding issue was created on the dev server, which is only viewable to team members. Per the [gitlab workflow](https://about.gitlab.com/handbook/#gitlab-workflow) point 9, everything that can be public should be out in the open. GitLab.com is viewable to anyone with an account. We ask you to set up your GitLab.com account with your GitLab email for additional security.
+Your onboarding issue was created on the dev server, which is only viewable to team members. Per the [gitlab workflow](https://about.gitlab.com/handbook/communication/#gitlab-workflow) point 9, everything that can be public should be out in the open. GitLab.com is viewable to anyone with an account. We ask you to set up your GitLab.com account with your GitLab email for additional security.
 ##### Calendly
-Calendly is a calendar tool that allows individuals to select open meeting slots in order to speak with others at the company. (Great for also setting up coffee breaks!) All team members add Calendly to their Slack profile as a part of onboarding, so if you ever need or want to speak with another team member, you can schedule the meeting yourself. When you are setting up Calendly, there is no specific GitLab account. With the free version you will only be allowed one meeting time, but if you need to upgrade to a Pro account, you can do so and expense it per [spending company money](https://about.gitlab.com/handbook/#spending-company-money).
+Calendly is a calendar tool that allows individuals to select open meeting slots in order to speak with others at the company. (Great for also setting up coffee breaks!) All team members add Calendly to their Slack profile as a part of onboarding, so if you ever need or want to speak with another team member, you can schedule the meeting yourself. When you are setting up Calendly, there is no specific GitLab account. With the free version you will only be allowed one meeting time, but if you need to upgrade to a Pro account, you can do so and expense it per [spending company money](https://about.gitlab.com/handbook/spending-company-money).
 ##### Egencia
@@ -158,17 +158,17 @@ A core value of GitLab is documentation. Therefore, everything that we do, we ha
 1. Read [about](https://about.gitlab.com/about/) the company, and [How we use GitLab to build GitLab](https://about.gitlab.com/2015/07/07/how-we-use-gitlab-to-build-gitlab/). It is important to understand our [culture](/culture), and how the organization was started. If you have any questions about company products you can always check out our [features](https://about.gitlab.com/features/#compare) and [products](https://about.gitlab.com/products/).
 1. Tackle the main page of the [handbook](/handbook/). You can use this link and read through the entire page to ensure that you do not miss anything! Here are some highlights that are important for new hires to pay attention to:
-  * Make sure to read over our [values](https://about.gitlab.com/handbook/#values) and [general guidelines](https://about.gitlab.com/handbook/#general-guidelines) to answer any questions you might have about what to do and when.
-  * If you have questions about what is in the handbook check out the [handbook usage](https://about.gitlab.com/handbook/#handbook-usage) as well as your own department's sub-page of the handbook (which can be found at the top of the handbook).
-  * [Communication](https://about.gitlab.com/handbook/#communication) is extremely important within a remote only organization. Read through the guidelines to understand how we make [working remotely](https://about.gitlab.com/handbook/#working-remotely) successful.
-  * Don't forget to comply with the contract you signed, and make sure you understand [Intellectual Property](https://about.gitlab.com/handbook/#intellectual-property).
+  * Make sure to read over our [values](https://about.gitlab.com/handbook/values) and [general guidelines](https://about.gitlab.com/handbook/general-guidelines) to answer any questions you might have about what to do and when.
+  * If you have questions about what is in the handbook check out the [handbook usage](https://about.gitlab.com/handbook/handbook-usage) as well as your own department's sub-page of the handbook (which can be found at the top of the handbook).
+  * [Communication](https://about.gitlab.com/handbook/communication) is extremely important within a remote only organization. Read through the guidelines to understand how we make [working remotely](https://about.gitlab.com/handbook/working-remotely) successful.
+  * Don't forget to comply with the contract you signed, and make sure you understand [Intellectual Property](https://about.gitlab.com/handbook/general-guidelines/#intellectual-property).
 1. Since we are a global organization understand your benefits might be different than other team members at the company based on which [contract](https://about.gitlab.com/handbook/contracts/) you signed. It is important to understand **your** [benefits](https://about.gitlab.com/handbook/benefits/). If you have questions please reach out to People Ops.
   * Notable Benefits that apply to all team members:
-    1. [Unlimited Time Off Policy](https://about.gitlab.com/handbook/#paid-time-off): GitLab truly does value a work-life balance, and encourages team members to have a flexible schedule and take vacations. If you feel uncomfortable about taking time off, or are not sure how much time to take off throughout the year, feel free to speak with your manager or People Operations. We will be happy to reinforce this policy! Please note the additional steps that might need to be taken if you are scheduled for [on call](https://about.gitlab.com/handbook/#on-call).
+    1. [Unlimited Time Off Policy](https://about.gitlab.com/handbook/paid-time-off): GitLab truly does value a work-life balance, and encourages team members to have a flexible schedule and take vacations. If you feel uncomfortable about taking time off, or are not sure how much time to take off throughout the year, feel free to speak with your manager or People Operations. We will be happy to reinforce this policy! Please note the additional steps that might need to be taken if you are scheduled for [on call](https://about.gitlab.com/handbook/on-call).
     1. Check out [People Operations](https://about.gitlab.com/handbook/people-operations/) to learn more about our [policies](https://about.gitlab.com/handbook/people-operations/#policies).
-    1. As part of onboarding, you received an email asking if you needed any equipment. Throughout your time at GitLab you might need additional equipment, would like to learn how to code, or want to visit a team member! Make sure you know what you can [spend company money](https://about.gitlab.com/handbook/#spending-company-money) on.
-    1. The handbook also describes [incentives](https://about.gitlab.com/handbook/#incentives) such as sales, dinners, or bonuses, that can apply to all GitLab team members. Know any great talent to refer?
-1. Even if you come from a technical background, it is important to understand the [proper workflow](https://about.gitlab.com/handbook/#gitlab-workflow) since this is how we are all able to operate remotely in a successful way. If you come from a non-technical background, and would like more clarification on what this workflow means, feel free to ask People Ops, your manager, or anyone else at the company.
+    1. As part of onboarding, you received an email asking if you needed any equipment. Throughout your time at GitLab you might need additional equipment, would like to learn how to code, or want to visit a team member! Make sure you know what you can [spend company money](https://about.gitlab.com/handbook/spending-company-money) on.
+    1. The handbook also describes [incentives](https://about.gitlab.com/handbook/incentives) such as sales, dinners, or bonuses, that can apply to all GitLab team members. Know any great talent to refer?
+1. Even if you come from a technical background, it is important to understand the [proper workflow](https://about.gitlab.com/handbook/communication/#gitlab-workflow) since this is how we are all able to operate remotely in a successful way. If you come from a non-technical background, and would like more clarification on what this workflow means, feel free to ask People Ops, your manager, or anyone else at the company.
 #### Learning Git and GitLab
@@ -203,7 +203,7 @@ The most common Issues are created in the following projects:
 ##### Learn how to use Git Locally
-Learn how to [get started with git](https://about.gitlab.com/handbook/#starting-with-git). It is important for all team members to understand how to work on the Web UI and locally. The rest of the team is happy to assist in teaching you git.
+Learn how to [get started with git](https://about.gitlab.com/handbook/git-page-update). It is important for all team members to understand how to work on the Web UI and locally. The rest of the team is happy to assist in teaching you git.
 ### Questions?
@@ -283,7 +283,7 @@ The topics are ordered by priority in which they need to be tackled, and the mai
     > team, and what you like to do in your spare time.
     > Please let People Ops (cced here) know if there are any necessary supplies
-    > or   equipment that you need. You can also reference the [company handbook](https://about.gitlab.com/handbook/#spending-company-money) in this matter.
+    > or   equipment that you need. You can also reference the [company handbook](https://about.gitlab.com/handbook/spending-company-money) in this matter.
     > Here is $50 in swag credit you can use in our swag store (https://gitlab.mybrightsites.com/) to celebrate your arrival!
     >
@@ -336,12 +336,12 @@ This info is needed to get the team member's profile ready with Savvy HR in orde
    1. [ ] New team member: Set up [secure passwords per the handbook](https://about.gitlab.com/handbook/security/).
 1. [ ] New team member: Create GitLab.com account and leave a comment in this issue to tell us the name. (To clarify, this is **not** the same as your account and username on dev.gitlab.org which you already have if you can see this issue). Make sure that you fill out the GitLab.com profile with your first and last name to ensure that e-mail notifications arrive correctly.
 1. [ ] People Ops (Specialist): Invite GitLabbers' GitLab.com account to the [gitlab-com group](https://gitlab.com/groups/gitlab-com/group_members) as a developer.
-1. [ ] New team member: Set up [Calendly](https://about.gitlab.com/handbook/#calendly) and add your Calendly link to your Slack profile.
+1. [ ] New team member: Set up [Calendly](https://about.gitlab.com/handbook/tools-and-tips/#calendly) and add your Calendly link to your Slack profile.
 ### WITHIN FIRST WEEK OF STARTING
 1. [ ] People Ops (Recruiter): remove user from the [Google 'New Users' group](https://admin.google.com/gitlab.com/AdminHome?groupId=new-users@gitlab.com&chromeless=1#OGX:Group). This causes 2FA enforcement for the user.
-1. [ ] People Ops (Recruiter): [Invite to autoconnect](https://about.gitlab.com/handbook/people-operations/sop/#add-beamy) on [Beamy](https://about.gitlab.com/handbook/#beamy-guidelines).
+1. [ ] People Ops (Recruiter): [Invite to autoconnect](https://about.gitlab.com/handbook/people-operations/sop/#add-beamy) on [Beamy](https://about.gitlab.com/handbook/communication/#beamy-guidelines).
 1. [ ] People Ops (Specialist): Order [business cards](https://about.gitlab.com/handbook/people-operations/sop/#b-cards) for new team member.
 1. [ ] People Ops (Recruiter): Add team member to [Expensify](https://www.expensify.com/signin) (if employee). See SOP for more [instructions](https://about.gitlab.com/handbook/people-operations/sop/#add-expensify).
 1. [ ] People Ops (Recruiter): Add new team member to the info sheets of the next Summit if applies.

source/handbook/hiring/index.html.md

@@ -18,7 +18,7 @@ GitLab is committed to hiring the best talent through a open and fair hiring pro
 ## Equal Employment Opportunity
- Diversity is one of GitLab's core [values](https://about.gitlab.com/handbook/#values) and
+ Diversity is one of GitLab's core [values](https://about.gitlab.com/handbook/values) and
  GitLab is dedicated to providing equal employment opportunities (EEO) to all team members
  and applicants for employment without regard to race, color, religion, sex,
  national origin, age, disability, or genetics. One example of how put this into practice
@@ -67,7 +67,7 @@ The CEO must authorize any new job positions/searches.
 ## Publicize the job
-The hiring manager should always ask the team for passive referrals for open positions. GitLab team members can refer candidates through our [referral program](/handbook/#referral-bonuses)
+The hiring 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:
@@ -144,7 +144,7 @@ Before the CEO has the final call with the applicant the hiring manager will wri
 1. The applicant should always be notified of this. The recruiting 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).
+is hard, but it is part of our [company values](/handbook/values).
     * All feedback should be constructive and said in a positive manner. Keep it short and sweet.
     * Feedback should always be applicable to the skill set of the position the candidate applied and interviewed for.
     * Feedback and rejection should always be based on the job requirements.

source/handbook/incentives/index.html.md

@@ -40,7 +40,7 @@ also be fantastic additions to our [Team](https://about.gitlab.com/team/) and wh
 may be interested in one of the current [Job Openings](https://about.gitlab.com/jobs/).
 To help us grow the team with exceptional people, we have referral bonuses that work as follows:
-1. We want to encourage and support [diversity](https://about.gitlab.com/handbook/#values) on our team and in our hiring practices, so we will offer a $2000 referral bonus for hires from [underrepresented groups in the tech industry](http://seldo.com/weblog/2014/06/25/a_comparison_of_diversity_at_three_major_tech_companies) for engineering roles at GitLab. This underrepresented group is defined as: women, African-Americans, Hispanic-Americans/Latinos, and veterans.
+1. We want to encourage and support [diversity](https://about.gitlab.com/handbook/values) on our team and in our hiring practices, so we will offer a $2000 referral bonus for hires from [underrepresented groups in the tech industry](http://seldo.com/weblog/2014/06/25/a_comparison_of_diversity_at_three_major_tech_companies) for engineering roles at GitLab. This underrepresented group is defined as: women, African-Americans, Hispanic-Americans/Latinos, and veterans.
 1. Any great candidate that is referred and hired will earn a GitLab employee a $1,000 bonus
 once the new team member has been with the company for 3 months.
 1. Exceptions: no bonuses for hiring people who report to you, and no bonus for the executive team.

source/handbook/leadership/index.html.md

@@ -6,7 +6,7 @@ title: "Leadership"
 ## Leadership
 1. Leadership at GitLab applies to everyone, whether an individual contributor or a manager.
-1. Everyone that joins GitLab should consider themselves to be an ambassador of our [values](https://about.gitlab.com/handbook/#values) and a protector of our [culture](https://about.gitlab.com/culture/).
+1. Everyone that joins GitLab should consider themselves to be an ambassador of our [values](https://about.gitlab.com/handbook/values) and a protector of our [culture](https://about.gitlab.com/culture/).
 1. As a leader, GitLabbers will follow your behavior, always do the right thing.
 1. Behavior should be consistent inside and outside the company, don't fake it outside, just do the right thing inside the company as well.
 1. In tough times people will put in their best efforts when they do it for each other.
@@ -27,9 +27,9 @@ title: "Leadership"
 1. A span of control should be around 7, from 4 to 10. Lower means too many generals and too few soldiers. Higher means you don't have time for 1:1's anymore.
 1. If you praise someone try to do it in front of an audience, if you give suggestions to improve do it 1 on 1.
 1. As soon as you know you'll have to let someone go, do it immediately. The team member is entitled to know where they stand. Delaying it for days or weeks causes problems with confidentiality (find out that they will be let go), causation (attributing it to another reason), and escalation (the working relationship is probably going downhill).
-1. When performance or behavior is below par or not in line with our [values]((https://about.gitlab.com/handbook/#values) we normally put someone on a [performance improvement plan (PIP)](https://about.gitlab.com/handbook/underperformance/). However there are some exceptions to following the PIP process but in all cases managers should speak to the people operations generalist or senior director of people operations early on to evaluate the best solution.
+1. When performance or behavior is below par or not in line with our [values]((https://about.gitlab.com/handbook/values) we normally put someone on a [performance improvement plan (PIP)](https://about.gitlab.com/handbook/underperformance/). However there are some exceptions to following the PIP process but in all cases managers should speak to the people operations generalist or senior director of people operations early on to evaluate the best solution.
 1. When someone says they are considering quitting drop everything and listen to them by asking questions to find out what their concerns are. If you delay the person will not feel valued and the decision will be irreversible.
-1. In addition to announcing new team member arrivals, departures are also announced in the #general chat channel (once the Google Slack accounts are blocked, see the [offboarding checklist](https://about.gitlab.com/handbook/offboarding/) for details). We must respect the privacy of the individual concerned. If you are asked why someone has left or is leaving, please refer that person to the [general guidelines](https://about.gitlab.com/handbook/#general-guidelines) section of the handbook where we describe what can and cannot be shared.
+1. In addition to announcing new team member arrivals, departures are also announced in the #general chat channel (once the Google Slack accounts are blocked, see the [offboarding checklist](https://about.gitlab.com/handbook/offboarding/) for details). We must respect the privacy of the individual concerned. If you are asked why someone has left or is leaving, please refer that person to the [general guidelines](https://about.gitlab.com/handbook/general-guidelines) section of the handbook where we describe what can and cannot be shared.
 1. People should not be given a raise or a title because they ask for it or threaten to quit. We should pro-actively give raises and promote people without people asking. If you do it when people ask you are disadvantaging people that don't ask and you'll end up with many more people asking.
 1. Don't refer to GitLabbers [as family](https://hbr.org/2014/06/your-company-is-not-a-family). It is great that our team feels like a close-knit group and we should encourage that, this builds a stronger team. But _families_ and _teams_ are different. _Families_ come together for the relationship and do what is critical to retain it. _Teams_ are assembled for the task and do what is required to complete it. Don't put the relationship above the task. Besides, families don't have an an [offboarding process](https://about.gitlab.com/handbook/offboarding/).
 1. Praise and credit the work of your reports to the rest of the company, never present it as your own. This and many other great lessons in [an ask metafilter thread worth reading](http://ask.metafilter.com/300002/My-best-manager-did-this).
@@ -95,7 +95,7 @@ The initial phase of rolling out Grovo will take place in December 2016 and as p
 ## Books
-Note: Books in this section [can be expensed](https://about.gitlab.com/handbook/#spending-company-money).
+Note: Books in this section [can be expensed](https://about.gitlab.com/handbook/spending-company-money).
 1. High Output Management 1. Andrew Grove ([top 10](https://getlighthouse.com/blog/andy-grove-quotes-leadership-high-output-management/))
 1. The Hard Thing About Hard Things: Building a Business When There Are No Easy Answers 1. Ben Horowitz
 1. [The score takes care of itself 1. Bill Walsh](http://coachjacksonspages.com/The%20Score%20Takes%20Care.pdf)

source/handbook/marketing/blog/index.html.md

@@ -722,7 +722,7 @@ good to start writing.
 ### Writing Style
-At GitLab, we use [American English](/handbook/#american-english) as the standard written language.
+At GitLab, we use [American English](/handbook/communication/#american-english) as the standard written language.
 GitLab content primarily follows [AP Style],
 which is searchable online. Any questions that cannot be answered

source/handbook/marketing/developer-relations/developer-advocacy/index.html.md

@@ -274,7 +274,7 @@ Ignore tweets that are negative about competitors
 Use English
-- [GitLab communicates in English](https://about.gitlab.com/handbook/#internal-communication) so please tweet in English.
+- [GitLab communicates in English](https://about.gitlab.com/handbook/communication/#internal-communication) so please tweet in English.
 - If a foreign language tweet comes in, replies in that language are okay but discouraged as we can't guarantee making our support SLA.

source/handbook/marketing/developer-relations/technical-writing/markdown-guide/index.html.md

@@ -1997,7 +1997,7 @@ Anything else you know of and is not described here? Any new magic? Any trick? P
 [font awesome]: http://fontawesome.io/icons/
 [GitLab deck template]: https://docs.google.com/a/gitlab.com/presentation/d/1ux0yeJpJooWgq1_UROeAbbM3nNYFiF_iU26P3msPdzU/edit?usp=sharing
 [gitlab-markdown]: https://gitlab.com/help/markdown/markdown
-[handbook-writing]: https://about.gitlab.com/handbook/#writing-style-guidelines
+[handbook-writing]: https://about.gitlab.com/handbook/communication/#writing-style-guidelines
 [iA Writer]: https://ia.net/writer/
 [img-seo]: http://www.practicalecommerce.com/articles/77645-6-SEO-Myths-about-Alt-Tags
 [kram-tables]: http://kramdown.gettalong.org/syntax.html#tables

source/handbook/offboarding/index.html.md

@@ -104,7 +104,7 @@ This info is needed to get the team member's profile ready with Savvy HR in orde
 1. [x] _not relevant_ New team member: Create GitLab.com account and leave a comment in this issue to tell us the name. (To clarify, this is **not** the same as your account and username on dev.gitlab.org which you already have if you can see this issue).
 1. [ ] People Ops: Remove former GitLabbers' GitLab.com account from the [gitlab-com group](https://gitlab.com/groups/gitlab-com/group_members)
 1. [x] _not relevant_ New team member: Access BambooHR, set a secure password and fill out any missing details of your profile; specifically your address, phone number(s), and emergency contact information. Make sure to add the country code to phone numbers (i.e. all numbers should start with `+`).
-1. [x] _not relevant_ New team member: Set up [Calendly](https://about.gitlab.com/handbook/#calendly) and add your Calendly link to your Slack profile.
+1. [x] _not relevant_ New team member: Set up [Calendly](https://about.gitlab.com/handbook/tools-and-tips/#calendly) and add your Calendly link to your Slack profile.
 1. [ ] Twitter/TweetDeck
    1. [ ] People Ops: Remove team member from the GitLab twitter group (check with marketing).
    1. [ ] People Ops: Remove access from Tweetdeck for [at]GitHostIO (if applicable).
@@ -120,7 +120,7 @@ This info is needed to get the team member's profile ready with Savvy HR in orde
 1. [ ] People Ops: Remove team member from the info sheets of the next Summit if applicable.
 1. [x] _not relevant_ New team member: Check if there is a coming [Summit](https://gitlab.com/summits/) and save the date!
 1. [ ] People Ops: Remove GitLabbers profile from [Egencia](https://about.gitlab.com/handbook/people-operations/#add-egencia).
-1. [x] _not relevant_ New team member: schedule 10 [Virtual Coffee break calls](https://about.gitlab.com/handbook/#coffee-break-calls) of 30 mins with 10 different colleagues to get to know your team. You can also schedule more calls, or ask for help on the #questions channel in slack.
+1. [x] _not relevant_ New team member: schedule 10 [Virtual Coffee break calls](https://about.gitlab.com/handbook/working-remotely/#coffee-break-calls) of 30 mins with 10 different colleagues to get to know your team. You can also schedule more calls, or ask for help on the #questions channel in slack.
 1. [x] _not relevant_ New team member: Link your GitLab email address to an easily recognizable photo of yourself on [gravatar](https://en.gravatar.com/).
 1. [x] _not relevant, already addressed_ New team member: [Add yourself](https://about.gitlab.com/handbook/general-onboarding/#add-yourself-to-team-page) to the [team page](https://about.gitlab.com/team/)
 1. [ ] PeopleOps: Remove team member from the [public map](https://sundial.teleport.org/public/groups/Y3IahPR5vYjBpMyU2kZj) of everyone's location via [Sundial](https://about.gitlab.com/handbook/people-operations/#sundial-removal).

source/handbook/on-call/index.html.md

@@ -19,7 +19,7 @@ set the on-call schedules, and to route notifications to the correct on-call her
 - If you are on call, then you are expected to be available and ready to respond to PagerDuty pings as soon as possible, but certainly within any response times set by our [Service Level Agreements](https://about.gitlab.com/handbook/support/#sla) in the case of Customer Emergencies. This may require bringing a laptop and reliable internet connection with you if you have plans outside of your work space while being on call, as an example.
 - We only have 1 person at any time doing on call, we avoid having fallbacks because that leads to ignore pages because "the next fallback will pick it up", we take on call seriously.
-- As noted in the [main handbook](https://about.gitlab.com/handbook/#paid-time-off), after being on call take time off. Being available for issues and outages will wear you off even if you had no pages, and resting is critical for proper functioning. Just let your team know.
+- As noted in the [main handbook](https://about.gitlab.com/handbook/paid-time-off), after being on call take time off. Being available for issues and outages will wear you off even if you had no pages, and resting is critical for proper functioning. Just let your team know.
 ### Swapping On-Call Duty

source/handbook/people-operations/ceo-preferences/index.html.md

@@ -16,7 +16,7 @@ Many items further down this page are a guideline for our [Executive Assistants]
 ## Flaws
 {: #flaws}
-Transparency and directness are part of our [values](https://about.gitlab.com/handbook/#values) and I want to live them by sharing the flaws I know I have.
+Transparency and directness are part of our [values](https://about.gitlab.com/handbook/values) and I want to live them by sharing the flaws I know I have.
 I'm fully responsible for improving the things below, listing them is no excuse.
 They are listed here for two reasons.
 The fist one is so that people know it is not them but my fault.
@@ -89,7 +89,7 @@ The EA should follow up to make sure the draft post is submitted.
 * INTERVIEW for interviews (looping in our PR partner)
     Example: “INTERVIEW | Kirsten Abma (TechCrunch)” Make sure to block 10 min before for preparations and 10 min after for notes for Sid
 * CALL for phone calls
-* VIDEOCALL for video conference calls using Zoom. Using the [Zoom plugin for Google Calendar](https://about.gitlab.com/handbook/#video-calls) you can easily get the info you need in the invite.
+* VIDEOCALL for video conference calls using Zoom. Using the [Zoom plugin for Google Calendar](https://about.gitlab.com/handbook/communication/#video-calls) you can easily get the info you need in the invite.
     Example: “(VIDEO)CALL | Kirsten Abma for Executive Assistant”
 Make sure to include in the description
@@ -99,7 +99,7 @@ Please read our primer as preparation for this meeting: https://about.gitlab.com
 (Calls in the hiring process also have: and please fill out this form a day in advance, to discuss during the call: https://docs.google.com/a/gitlab.com/forms/d/e/1FAIpQLScXUW07w36Ob2Y2XQuESBaYqU5_c1SoweGS1BzGHnbesISGXw/viewform to discuss during the call”)
 Phone number participant:
 <br>
-By using the Zoom extention [mentioned in our handbook](https://about.gitlab.com/handbook/#video-calls) it will add the details how to join the Zoom call automatically.
+By using the Zoom extention [mentioned in our handbook](https://about.gitlab.com/handbook/communication/#video-calls) it will add the details how to join the Zoom call automatically.
 <br>
 * Meetings at the office:

source/handbook/people-operations/global-compensation-calculator/index.html.md.erb

@@ -17,7 +17,7 @@ title: Global Compensation Calculator
    1. If you live far from a metro region we base our offer upon the lowest rent index number of any metro region in your country (or state, in the case of the USA), if your country is listed.
    1. When you move [you have to inform us](/handbook/people-operations/#relocation) and we may adjust your compensation up or down. Refer to the ["move calculator"](https://about.gitlab.com/jobs/move) to see what the likely impact will be.
 1. We hire across the globe but we're not location agnostic. Your timezone, the market rate in your region, and vicinity to other team members, users, customers, and partners can all be factors. For example, we may favor an applicant over another because they live in a region with a lower market rate or because we need someone in that timezone. All things being equal we will hire people in lower cost markets vs. higher cost markets.
-1. As you can see from our [contracts](/handbook/contracts/), compensation is typically set at a fixed monthly rate. People on quota (account executives, account managers, and sales leadership) have variable compensation that is about 50% of their On Target Earnings (OTE). Individual contributors in the sales organization have variable compensation that is purely based on commission. Success engineers currently have a lower variable component, we're not sure how this will evolve. All other people have fixed compensation (but we do have [bonuses and incentives](/handbook/#incentives)).
+1. As you can see from our [contracts](/handbook/contracts/), compensation is typically set at a fixed monthly rate. People on quota (account executives, account managers, and sales leadership) have variable compensation that is about 50% of their On Target Earnings (OTE). Individual contributors in the sales organization have variable compensation that is purely based on commission. Success engineers currently have a lower variable component, we're not sure how this will evolve. All other people have fixed compensation (but we do have [bonuses and incentives](/handbook/incentives)).
 1. Compensation decisions around level and experience levels and for functions not in the calculator are taken by the compensation committee<a name="compensation-committee"></a>. This committee consists of the CFO, CEO, and Senior Director of People Operations. When there is no time to coordinate with the committee the CEO can take a decision and inform the committee. When the CEO is away (e.g. vacation), the two other members of the committee can take a decision and inform the committee. Whatever the decision is, the compensation committee should be cc-ed (or bcc-ed) on the final email, so that the committee members can know that the loop was closed.
@@ -38,7 +38,7 @@ Adjusting pay according to the local market in all cases is fair to everyone.  W
 As a natural extension of the [Compensation Principles](#compensation-principles)
 outlined above, and our commitment to transparency, sharing, efficiency, directness,
-and boring solutions (amongst other [values](/handbook/people-operations/#values)),
+and boring solutions (amongst other [values](/handbook/values)),
 we developed a Compensation Calculator that we are rolling out for those roles in
 which we have the most contributors, and thus for whom the question about "what is
 fair compensation" comes up most frequently.

source/handbook/people-operations/index.html.md

@@ -75,7 +75,7 @@ through TriNet, and they can access their pay slips through the [TriNet portal](
 ### Sick time - taking and reporting
 {: #sick-time}
-In keeping with our [values](/handbook/#values) of freedom, efficiency, transparency, kindness, and boring solutions, we have crafted the following protocol around sick leave for all GitLabbers.
+In keeping with our [values](/handbook/values) of freedom, efficiency, transparency, kindness, and boring solutions, we have crafted the following protocol around sick leave for all GitLabbers.
 **All GitLabbers**
@@ -200,7 +200,7 @@ number is dialed.
 1. What are we doing to get there?
   * Per an open [issue](https://gitlab.com/gitlab-com/peopleops/issues/138), People Operations will be developing training for managers on this topic.
-  * GitLab would also like to encourage GitLabbers to take their [time off](https://about.gitlab.com/handbook/#paid-time-off) to properly take care of themselves. We encourage the team to go to yoga, take a long lunch, or anything else in their day to day life that assists in their mental and emotional well-being.
+  * GitLab would also like to encourage GitLabbers to take their [time off](https://about.gitlab.com/handbook/paid-time-off) to properly take care of themselves. We encourage the team to go to yoga, take a long lunch, or anything else in their day to day life that assists in their mental and emotional well-being.
   * In addition to our current EAP programs available for employees, we encourage GitLabbers to take a look at (Working Through It)(http://www.workplacestrategiesformentalhealth.com/wti/Home.aspx) for insight into reclaiming well-being at work, off work, and return to work.
   * We believe that our values and culture lends itself to being able to discuss mental health open and honestly without being stigmatized, but let's work together to make it even more inclusive.
     * For example, Finding the right words: