Onboarding at GitLab Foundation is a critical step in ensuring new team members are set up for success. While onboarding generally follows a structured 90-day framework, it is tailored to each staff member and their specific role. Much of the learning will be self-driven, and agility is key, as the organization is in its early development stages and evolves rapidly. Here’s an overview of what you can expect:

• Day 1-30: The first month involves training for the team member’s new position. This is when you learn as much as possible about the foundation, structure, policies, organizational goals, your role and expectations.
• Day 31-60: The second month of employment is the new team member’s opportunity to put what they’ve learned into practice by taking on new tasks and building on obtained knowledge.
• Day 60-90: Mastering the gig, fully meeting job expectations and achieving performance goals!

Recommended: The First 90 Days by Michael Watson

Before You Start

The Director of Operations will be in communication with you after you sign your offer letter, approximately 2 weeks before your start date, to provide some helpful information, make sure you have received a company-issued laptop*, credit card and have the information you need access the Professional Employer Organization’s platform. This is how you will enroll in benefits, request time off, get paid and more!

New team members will receive a personalized onboarding guide approximately 5 days before they officially start.

First 30 days

The first month focuses on training and acclimating to the foundation. You’ll learn about the organization’s structure, policies, goals, and expectations, as well as dive into your specific role. This period is all about absorbing as much information as possible to build a strong foundation for success.

• Create and refine your 30/60/90-day plan with feedback from your manager.
• Schedule participation in the CEO Shadow Program within your first three months.
• Discuss key topics with your manager, including expectations, working styles, resources, and your personal development plan.
• Review team README’s and start to draft your README
• Engage with stakeholders to understand organizational priorities and ongoing work.
• Review your learnings with your manager at the end of the first month, updating your diagnosis, questions, and 60/90-day plan.
• Conduct a 30-day check-in with the Director of Operations.
• Start outlining your annual goals for the fiscal year.

60 days

By the end of the second month, meet with your manager to review your updated diagnosis, refine learning questions, and assess progress on your 90-day plan, making any necessary adjustments. Additionally, complete a 60-day check-in with the Director of Operations.

90 days

By the third month, the focus shifts to mastering your role, fully meeting job expectations, and achieving performance goals. At this stage, you should feel confident in your contributions and aligned with the team’s objectives.