 Hello. Welcome to the functional group update for people operations today, February 6th, 2018. Thank you everyone for joining us today, whether what time of day it is for you. It's great that you're here. Let me advance. So again, what we're talking about is what we usually talk about when we do these updates. I'm not going to read the slides. I will give you a moment to look at them. And then I will open up to questions actually as we go. And I will add some commentary. So accomplishments. Scott's on the call. This one I will read. Welcome, Scott cubic. He's our recruiting director and he's already making amazing progress here at GitLab. He was definitely thrown right into all the work that needed to get done. And I love to see all the work that he's doing in January. We made 26 new hires. Great news of this is that we are making progress on the lower written indexes. But what I also want to encourage everyone is to have more referrals. So one thing about making new hires and having great teammates at GitLab now, it means that we can get more because if you're great, you probably know some other great people. So please do click on these links. Please do participate in referrals. There are referral bonus programs. So not only is it great for the company and great for you to be able to work with great colleagues, but you can also make some money doing it. So please, please have referrals. And please note that if it's a candidate from an underrepresented minority, your bonus is greater. And if it's a candidate from a low written index region, then your referral bonus is a bit larger as well. So compensation calculator. Most of you have experienced the change and have been communicated to. There is still some iteration going on with this. Actually, I don't want to minimize that. We're still doing a lot of work on it, but it's also been a huge accomplishment. And I want to thank Brittany a lot for this as well as all the hiring managers who gave us input. And the team that gave us input. And I'd also like to, although he's not here anymore, thank Ernst to also help us as well a lot on getting this over the line. And then we will continue to do some great work on it. Summit location is confirmed for those of you on the summit channel. This is no surprise, but we will be going to Cape Town, Africa. We feel good about the solutions they have in place for their water crisis, but we're also hoping the absolute best for them that they can get that figured out and be a nice, healthy thriving city that we saw when we visited last month. It was really a great location and I hope that everyone here has a great time. And the other thing that I wanted to remind everyone is the team call format is new. So don't hold back on feedback and there's a link here for that feedback as well. There you a heads up you will also be receiving acknowledgement form for the code of conduct. And this is really around making sure that the things that you really need to know that you do that you have a chance to review it you understand it. And that you're able to acknowledge that you have seen it and read it and can understand it. These are the type of things that are in the handbook are very important like many of the things in the handbook, but deviation from these could be a little bit problematic for yourself and for get lab. And so we wanted to make sure that it's called out separately to make sure that you really have gotten good awareness with that I know what's unusual I know it's new. But hopefully when you read through it, nothing is shocking or surprising. And you all feel comfortable signing the acknowledgement form that will be in bamboo HR. I want to welcome all the German and get labbers we had to status of employee. And I also want to thank all the managers for attending the harassment prevention training that we launched. I have to be honest, I think that Abby did a great job in finding this training. I've been doing harassment prevention training at companies for the last 20 years and I've never gotten such a positive response from a training as we got from will interactive which is what she rolled out. And we are going to look for something for all employees because well I think it's especially critical that our managers and leaders know how to provide for a safe and respectful workplace. And I also think that every single one of us is part of that if you're not part of the solution you're part of the problem and I want us all to be part of the solution. A manager training next one will be not on February 1, we needed update outside, it will actually be on February 15. We held it sorry this is correct it was on February 1 will be holding a feedback on February 15 we decided to move that up and all employees will be invited to that all teammates will be invited to that. And we hope that it's helpful and helping us all feel more comfortable giving each other feedback headspace. If you get that feedback survey please give us feedback on it, and the rest of it we've basically covered and you've had a chance to read so with that, let's open up to questions. I see we do have a question here what percentage of hires do not have English as their native language is an excellent question. I don't know the answer. So I, we do have data on the percentage of employees who are outside the US or outside the UK, but I never want to make assumptions about where people live or where they were born and what their first language was so anyone from the team know if we have captured that somewhere where someone actually tells us if it's their first language or not. Okay, so if we if we deem it as being important to know we can consider doing that. Do you thoughts on that is what's what would be the value of knowing that in terms of what is something we would do differently if we knew that. Barbie, I'm wondering if that could not I'm just walking away from the kids sorry. I'm wondering if that could not be an issue with diversity and and being biased etc and and wanting English as a global language. So I'm wondering if we do capture it and if it couldn't have some sort of negative impact. It's just, there's certain things I think it's great to capture as a survey to say hey how many languages can get that speak but I'm unsure if if we should be asking that and then someone might feel we can discriminate against not having English as a first language. Yeah, I don't really care what order that you learned English in. I think the important thing is that we can communicate with each other. However, I do think it's interesting to know what the language capabilities we all have because there could be times where we want to call on someone to say oh great Barbie you speak German can you help us with this. That I think can be valuable. So I do think that we do capture what languages people speak in bamboo HR and you can go and update your languages in there, but I don't know that we know which one was your first language that you spoke. Yeah, part of the reason I actually asked this question is that the rent index for hiring there was a focus on it today and as well as yesterday, and it was called efficient hiring and it sounds really like terms surgeon would use right before you go into like, this is really bad the I'm sorry, it sounds really clinical. That's what I'm trying to say. And I'm sure. Yeah, I'm not really sure if that's the message. People opposite trying to get across or yeah maybe what's your opinion on that. Well, I think that I do want an efficient hiring. So I think efficiency is a good thing. I think that if the term is one that feels too clinical we can look at that I know that, aside from what is here I definitely want to. Say jazz up the handbook a bit and make it more engaging and maybe use less legalistic terms. And, but I think here at get lab we do value efficiency, and I don't think we consider it a bad term it's actually, you know, part of our values. So, that's something that we need to look at we can but I do think it's also defined well in our values about what we mean by that. And I think that what we mean by that is a pretty positive thing. Okay, for enough. Any other questions. Oh, can I help elaborate on the headspace trial I've used has based in the past and was considering using it again. We launched a trial for headspace to just a few number of people we raised an issue for this and people who were interested let us know. And then we gave them the trial link to it I don't know if Chloe wants to comment more on that if I summarize that correctly, but and then they've been in the trial for a while I'll be honest I'm in the trial I haven't actually tried it yet. So, I'm, I'm not a great person to talk about how it's working but if someone on the call is they can speak up I will try to go use it. I think it would be good for me I'm thinking I'm the exact type of person who needs it. But that is really what happened it was the issue went through the trial and then we'll be evaluating whether or not we roll it out. Yeah, the trial actually ends next week. And it's a very small group of people only about 25 to 30. That was what was recommended by headspace. And so far we've had had pretty good usage of those number of people using it so today we're just going to send out the feedback survey and see how they're using it saying if it's being effective in their lives and go forward from there. Nadia tried it and loved it. Scott said it's great for bedtime before kids. It's also great during the day Bobby to take like 10 minutes it's really short I think the one the ones or twice that I did it was about three or four minutes. And I mentioned yesterday on the team call that I struggled to relax that was a great way in my day to just find time to relax and breathe. I also really liked the tone of it it wasn't you get irritating voices in meditation apps this didn't have an irritating voice this had a really nice monotone global type voice so I enjoyed it. Excellent. So we'll get back to everybody on what direction we're going with that. I'm and I'm pretty proud of myself I finally figured out how to actually present and still see comments. I just figured that one out. Took me long enough. Chloe can you post the link to what we posted about headspace requests for the link to be in there. Fun comments going around about sit hearing voices in his head. The person that does headspace the voice you hear is a very distinctive voice. And sometimes like when I was skiing this weekend you kind of hear like you're thinking about something you kind of translated in that voice. It's such a distinguished voice. I have a hard time reproducing the voice but anyone who's done the headspace will recognize that voice immediately. I tend to hear Yoda. Good. All right, I want to thank everyone again for all the great work that you are all doing here at get lab and I want to I'm going to have to say this every time I want to make sure that we're still focused on being very inclusive and we're focused on diversity and respect for all of our teammates here and I also want to put another push in for referrals. It's great to great to get those where we can all be scouts and recruiters at this company. You don't have to have the title. Okay, thank you.