• Table of contents

As Sourcegraph grows, we would like to support teammates who are interested in taking on new roles in other teams, if their skillset and aspirations are required in the team they wish to move to.

This page focuses on the process of moving from one team or department to another. Specifically:

• Who is eligible to move to a new team
• The interview process for internal teammates
• Alerting People Ops / making the change official

For teammates interested in a new role on a new team, please reach out to your Manager (or the Talent team) to ask questions related to personal or career progress, how to evaluate such moves, resources, and more. You can also apply directly on our Internal Job Board.

If you are interested in staying in the same department or team, or working for the same manager, but switching your focus (e.g. switching from frontend to backend software development), then this page is not needed—simply speak to your manager and see if adjustments can be made to our current role, that align with the team's success.

If you are a Manager, please visit this page to learn how to notify People Ops of an org change (Requesting changes in BambooHR: Compensation, Role, and Promotion workflows).

Eligibility

For now, any member of the Sourcegraph team is eligible to request to take on a new role in another team, however, support for the change will be subject to teammate's length of time and performance in their existing role, ongoing projects, and whether their skillset is a match for the new role.

The interview process

Following best practice

Whether hiring an internal candidate (someone who already works at Sourcegraph) or an external candidate, we always want to follow best practice. What does that mean?

• Internal candidates may go through an adjusted interview plan that does not necessarily mirror external candidates.
• The role should be kicked off following the steps outlined in How to Open a New Job . The role and expectations for the role need to be clearly defined and written down in the form of a job description using this template.
• The team and interviewers are aligned on role expectations and how we are going to measure those things. An interview plan must be created and predetermined structured interview questions should be asked to all candidates.
• We ensure that the person we hire meets the expectations of the role.

We maintain our usual high standards and expectations every step of the way for both internal and external candidates.

Having said that, internal candidates do have advantages in satisfying the requirements if they are interested in a role: