What GitLab does

GitLab builds the most comprehensive AI-powered DevSecOps platform, used by over 100,000 organisations worldwide. If you work in tech – or adjacent to it – you’ve almost certainly encountered their tools. The platform covers the entire software development lifecycle: planning, source code management, CI/CD, security testing, and deployment.

Founded in 2011 and publicly traded since 2021, GitLab has grown into one of the world’s largest all-remote companies. They’ve been fully distributed since 2014 – long before the pandemic made remote work a mainstream conversation – and they’ve built their entire operational model around the assumption that no two team members share a physical space.

What makes GitLab particularly significant for the remote work movement isn’t just that they do it. It’s that they’ve documented everything about how they do it, publicly, in exhaustive detail.

Remote culture: what it’s actually like

GitLab’s famous handbook is the backbone of their culture. Over 2,000 pages of documentation covering everything from async communication protocols to how they run meetings (short answer: they try not to). The handbook isn’t decorative – it’s operational. “Handbook-first” means that if something isn’t documented there, it doesn’t exist as policy.

This approach creates a genuinely level playing field for distributed workers. You don’t miss information because you weren’t in the right corridor. You don’t get blindsided by decisions made over lunch. Everything is written down, searchable, and available to everyone.

The leadership team is distributed, not clustered in one city. This matters more than most job seekers realise – when executives are all in San Francisco but the engineering team is “global,” the power centre is still San Francisco. At GitLab, distributed leadership means distributed decision-making.

Their core operating principles tell the story:

  • Handbook-first – write it down or it doesn’t count
  • Async by default – meetings are a last resort, not the starting point
  • Transparency – almost everything is public, including their strategy
  • Results over presence – they measure what you deliver, not when you’re online

That said, this culture demands strong self-management. If you need external structure, daily check-ins, or verbal reassurance that you’re doing well, GitLab’s async-heavy environment can feel isolating. The handbook gives you all the information – but it’s on you to find it and use it.

Hiring in Europe: the details

Countries: GitLab hires directly in many EU countries, with team members across 65+ countries globally. They have established entities and compliance infrastructure across major European markets.

Employment model: Primarily direct hire in countries where they have entities. For countries without a local entity, they may use an EOR arrangement or contractor structure depending on the role and location.

Timezone expectations: Genuinely flexible. GitLab operates asynchronously, so rigid timezone overlap isn’t required for most roles. Some customer-facing or collaborative positions may note regional preferences, but the default expectation is async.

Salary approach: GitLab uses a transparent compensation calculator that factors in role, level, experience, and location. Salaries are location-adjusted, which means the same role pays differently in Zurich versus Bucharest. The calculator methodology is publicly documented in – you guessed it – the handbook.

Language requirements: English is the working language across the company.

Who they’re looking for

GitLab hires across engineering, product, marketing, sales, finance, legal, and people operations. Their strongest hiring volumes are typically in:

  • Software engineering (all levels, backend, frontend, and full-stack)
  • DevOps and security roles
  • Product management
  • Technical writing
  • Solutions architecture
  • Sales and customer success

Their hiring process is structured and thorough. Expect multiple rounds including screening, technical assessments (for engineering roles), and cross-functional interviews. The process is well-documented – again, in the handbook – so there are no surprises about what to expect.

What current and former employees say

GitLab consistently receives strong marks for transparency, flexibility, and the quality of async work practices. Employees appreciate the handbook-first culture and the genuine autonomy.

On the other side, common feedback mentions that the sheer volume of documentation can be overwhelming for new joiners, onboarding takes time and self-direction, and the pace of change means processes evolve frequently. Some employees note that the emphasis on written communication can sometimes feel impersonal, and the flat structure means you need to advocate for your own career progression.

For people who thrive in structured-yet-autonomous environments, GitLab is frequently described as the best remote job they’ve had. For those who prefer more personal interaction and hands-on management, the culture can be a stretch.

How to apply

Specific tips: Read the handbook before you apply – not all 2,000 pages, but certainly the sections relevant to the role you’re targeting. Reference specific handbook content in your application. If you’re technical, consider contributing to GitLab’s open-source projects or submitting a merge request to their handbook. It’s a genuine signal of cultural fit. Demonstrate async communication skills from your very first interaction.

See our full guide to Remote-First Companies That Actually Hire in Europe.