CompensationEditorial Comment

No Gitlab, That’s Not How Remote Works


Gitlab is basically saying they don’t pay equal across locations to save money – all the other bullets are filler. We believe this is wrong and the future of remote is the notion of a ‘cloud wage’ – where people are paid for how good they are – not where they happen to live. In cloud/remote work – location is irrelevant – so we need to get out of the habit of setting wages locally.

Gitlab’s Handbook is limiting its talent denominator by trying to get away with what they can in the locals. The talent has no zip code and this is going to limit their access to great talent as more and more globally remote companies are offering competitive salaries for great talent out there.

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Andy Tryba
Andy is a technology optimist and the founder & CEO of Think3, Founder & CEO of Crossover, co-founder & CEO of RideAustin and the CEO of a variety of technology companies including Engine Yard, DNN Corp, Kayako, Bizness Apps, FogBugz, School Loop, Agemni, SLI Systems, and Sococo. Andy runs each of these companies with 100% remote talent – across all functions.

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  1. So if a developer moves from say, Morocco, to Norway, will the salary be changed overnight?

    1. Apparently, or possibly you lose your job:

      “As stated in the code of conduct section of the handbook, you should first obtain written agreement (from your manager) when planning a relocation. It is the company’s discretion to offer you a contract in your new location. At the time of the location update, we will take into consideration your new metro region when making a salary offer for continued employment.”

      This doesn’t even have to be as far away as that, even just moving from a city to a more rural area near you would trigger this I think.

      1. Great catch Marten!

  2. Andy, completely disagree with you. I love the idea of equality for all and wages reaching equilibrium through cloud efficiency, but we are not there yet. So why should an employer pay more to an employee based in a rural area than the employer needs to get a quality employee? And why shouldn’t an employer focus its efforts on finding employees in lower cost areas? These are some of the tenants of capitalism that our country was built on. The stuff you call “filler” in the policy document addresses all of this pretty nicely, including your comment about “limiting it’s talent denominator.”

    In addition, employees moving location is something every employer has the right to be aware of and somewhat regulate. Employment in a state or nation causes economic nexus, which can have dramatic tax effects and significant added costs for the employer.

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