The open source Product OS built by product engineers, for product engineers: analytics, session replay, feature flags and more in one platform.
PostHog builds an open source Product OS: product analytics, session replay, feature flags, experiments, surveys, error tracking and a data warehouse combined into one platform, aimed at engineers who want to run their own product decisions without stitching together six separate tools. James Hawkins and Tim Glaser founded the company in January 2020 after meeting in Y Combinator's W20 batch, following an earlier startup that pivoted six times in seven months. They open sourced the codebase from day one, which pulled in an active GitHub contributor community early on.
The company has been fully remote since founding, with no central office, and now employs 220+ people across dozens of countries. PostHog raised a $70M Series D led by Stripe in June 2025 at a $920M valuation, then a $75M Series E led by Peak XV Partners in September 2025 that pushed its valuation to $1.4B and made it a unicorn. Other investors include GV and Y Combinator. Total funding to date is around $194M.
PostHog has no headquarters office: it has been fully remote since founding in 2020. It hires people physically based anywhere between GMT+2 and GMT-8 (following the sun), excluding a handful of US-sanctioned countries, and runs occasional in-person events including an annual all-company offsite and a dedicated small-team offsite house in Cambridge, UK.
Describe your next role, cut the noise
Own sales enablement for a fast-shipping devtools platform, turning product messaging into battlecards and talk tracks; timezone overlap GMT+2 to GMT-8; dev experience, technical writing, sales enablement, developer audience marketing; async-first, product-led, strong PMF, significant equity
Remote within GMT+2 to GMT-8 time zones; excludes France, Italy, Sweden, Switzerland, Iceland, Belgium, Luxembourg, Denmark, Uruguay, Bolivia, and Brazil
Own end-to-end product decisions and shipping in analytics software; GMT+2 to GMT-8 overlap; product engineering, scaling, complex product delivery, cross-team collaboration, support-heavy environments; startup-within-a-startup autonomy, significant equity
Remote within GMT+2 to GMT-8; excludes France, Italy, Sweden, Switzerland, Iceland, Belgium, Luxembourg, Denmark, Uruguay, Bolivia, and Brazil
Own products end-to-end for product analytics/AI tools; GMT+2 to GMT-8, includes some on-call; full-stack, python, react, agent-facing products, 0-to-1, strong writing; bonus: big data, django, typescript, AI-native products; high-growth, well-funded, async-first, significant equity
Remote within GMT+2 to GMT-8 time zones (Europe incl. UK, US, Canada, Latin America); not France, Italy, Sweden, Switzerland, Iceland, Belgium, Luxembourg, Denmark, Uruguay, Bolivia, Brazil
Own security operations and detection for a product analytics/AI platform; remote in EMEA/UK with GMT+2 to GMT0 overlap; 3-5+ years, aws, iam, vpc logs, cloudtrail, wiz/cnapp/cspm, incident response, coding; build function from scratch; async-first, significant equity
Remote in EMEA and UK only; must work GMT+2 to GMT0 timezones.
Own usage-based revenue accounting for a SaaS/AI platform; US only, US citizen/visa only; 5+ years owning usage-based revenue recognition in AI/SaaS, GAAP, month-end/year-end close, process/control building; bonus: accounting education, audit experience; remote, async-first, well-funded high-growth company
Remote US only; US citizen or valid visa required
Security generalist role owning security operations for an open-source product analytics platform; build security tooling and internal agents from scratch; focus on AWS security, cloud observability, detection pipelines, Wiz/CSPM tuning, threat hunting, incident response and IR runbooks, vulnerability disclosure triage, threat modeling, and secure design reviews; explicitly not primarily corporate security or supply-chain/CI-CD hardening, though may touch both; must have 3-5+ years in security engineering with strong AWS depth, prior incident response leadership, experience with CSPM/CNAPP tools, and coding ability comparable to product engineers; open to new grads per posting despite experience requirement; US citizen or valid US visa required
Remote US only; US citizen or visa required
Own UX quality and ship high-velocity, AI-augmented frontend work, shaping design system components and user-delighting UI.
Remote within GMT+2 to GMT-8 time zones; includes Europe/UK through US time zones. Exact eligible countries not specified.
Owns self-managed ClickHouse infrastructure at massive scale, with automation budgets, autonomy, and strong engineering perks.
Remote within GMT-3 to GMT-8 timezones; likely covers the US and parts of Latin America.
Requires deep internal knowledge of ClickHouse or other OLAP databases and strong experience with Terraform, Ansible, and Kubernetes. Candidates must have a proven track record of managing high-scale, complex data storage solutions using Python and AWS.
Remote US only; US citizen or visa required
Build and ship a self-driving replay vision model with real autonomy in a brand-new AI research team; strong transparency, autonomy, and fast shipping culture.
Hybrid remote, based out of London office in the UK only.
Own retention for 25–40 technical customers; build automations for customer health; bonus tied to retention targets; highly autonomous, async culture.
Remote EMEA only, timezone GMT to GMT+2.
Remote-first, transparent culture with strong autonomy, generous compensation, unlimited vacation, home office, and meeting-free days.
Remote EMEA hours, limited to GMT+0 to GMT+2 time zones; exact countries not specified
Requires deep hands-on experience with Kubernetes (EKS) and AWS production infrastructure at scale, including multi-account management. Must be proficient in Terraform/Terragrunt and have a solid understanding of Linux systems and stateful infrastructure.
Remote in the United States only; US Central/Eastern time zone.
Candidates must have deep hands-on experience with Kubernetes (EKS) and AWS at scale, including multi-account management and IAM. Proficiency in Terraform/Terragrunt and a strong understanding of Linux systems and stateful infrastructure are required.
Remote in the US (Pacific time zone). No other regions specified.
Requires experience with highly scalable event-driven distributed systems and multi-tenant SaaS products. Proficiency in Node.js, Rust, or Go, along with experience using Kafka and PostgreSQL at scale, is essential.
Remote Europe or UK timezone; Europe/UK based only.
Own and automate a petabyte-scale ClickHouse platform on AWS, reducing operational stress and scaling without adding human effort.
Remote for EU/UK-based candidates; EU and UK eligible, no other regions mentioned.
Build modular billing infrastructure and usage reporting to keep revenue accurate and scalable beyond $100M, partnering across product and finance. Remote, high-autonomy culture with heavy ownership.
Natively remote; open to candidates worldwide with no stated region restrictions.
Own sales-led revenue analytics as a company-wide metrics source of truth, forecast, monitoring, and comp modeling with exec visibility and autonomy.
Natively remote company; open to candidates worldwide.
Player-coach role building and scaling outbound pipeline systems with transparent pricing and an async, low-meeting remote culture.
Natively remote with no stated region restrictions.
Owns technical and commercial retention for 25–40 high-ARR customers; proactive monitoring, responsive support, and early churn prevention. Includes base salary plus retention-target bonus (OTE 80/20).
Natively remote; no regional restrictions stated.
Own end-to-end customer relationships for expansion across multiple PostHog products, selling to senior leaders and coordinating with a CSM in a natively remote, async culture.
Natively remote; no regional restrictions stated.
Own end-to-end customer relationships, guide evaluations, and convert inbound/outbound leads while feeding product teams with customer feedback.
Natively remote; no regional restrictions stated.
PostHog publishes the formula behind every paycheck: a market benchmark, a level modifier for seniority from junior to director or principal, a step modifier of 0.95 to 1.04 for experience within a level, and a location factor, plus equity, all visible through a public compensation calculator. It says it's willing to pay beyond that formula for exceptional candidates.
The company is organized into small teams of two to six people, each run like a startup inside PostHog: they own a specific product area, set their own roadmap, run their own sprints and retrospectives, and have final say on what ships without needing external QA sign-off. Each team owns usage, quality and revenue metrics for its area and is expected to become a power user of it.
Time off is unlimited with an expectation of taking at least 25 days a year, no manager approval required. Paid parental leave scales with tenure, reaching up to 24 weeks for maternity and 6 weeks for paternity after a year at the company. Once a year the whole company flies out for a week-long offsite (past locations include Italy, Portugal and Iceland, budgeted up to $3,000 per person), and small teams get their own offsite, often at PostHog's own Hedge House in Cambridge, UK.
PostHog runs on radical transparency: most communication happens publicly on GitHub, and its roadmap is open for anyone to see. It protects focus with a maker's schedule, no internal meetings on Tuesdays or Thursdays, and judges performance on outcomes rather than hours spent working.
One of its stated values is that everybody codes: non-engineers, including marketers, are expected to learn enough GitHub and basic shipping skills to submit their own pull requests rather than routing everything through engineering. The company originally had no product managers at all, since founders James and Tim felt PMs would slow things down and shield engineers from customers, until engineers themselves pushed back at the company's first offsite. Product managers exist today, but they focus on research, data and setting context rather than managing engineers, who own their own sprint planning and specs.
Engineering hiring runs through a culture screen with the talent team, a technical screen that focuses on architecture discussion rather than whiteboarding, a short culture and motivation conversation with a co-founder or exec, and a paid SuperDay, a full day of real, representative work that is the same task for every candidate so results are comparable. PostHog pays a flat $1,000 for the SuperDay, and for engineering roles it typically means building a small web service scoped to be more work than one person can finish in a day, to see how someone prioritizes. CEO James Hawkins has said the SuperDay makes it obvious who to hire, often surprising the interviewers relative to how someone read in earlier rounds.
PostHog hires people physically based between GMT+2 and GMT-8, following the sun's rotation, and cannot hire in Cuba, Iran, North Korea or Syria due to US sanctions. It also avoids directly employing people in a handful of high-cost-to-employ countries, including France, Italy, Sweden and Switzerland, though it has used contractor arrangements there in specific cases.
PostHog builds an open source Product OS: product analytics, session replay, feature flags, experiments, surveys, error tracking and a data warehouse in one platform, aimed at product engineers who want to skip stitching together separate tools.
Yes. PostHog has been fully remote since it was founded in 2020, with no central office, and its 220+ person team is spread across dozens of countries.
PostHog hires people physically based between GMT+2 and GMT-8, following the sun's rotation, with an exception for Bulgaria and Greece's daylight savings. Due to US sanctions it cannot hire in Cuba, Iran, North Korea or Syria, and it avoids employing directly (via EOR) in a handful of high-cost countries including France, Italy, Sweden and Switzerland, though it may use contractor arrangements there.
Pay follows a published formula: a market benchmark, a level modifier for seniority (junior through director or principal), a step modifier of 0.95 to 1.04 for experience within a level, and a location factor, plus equity. PostHog says it's open to paying beyond the formula for exceptional candidates, and anyone can see how their number is built using its public compensation calculator.
Apply through the careers page. For engineering roles, expect a culture screen with the talent team, a technical screen focused on architecture discussion rather than whiteboarding, a short culture and motivation chat with a co-founder or exec, and a paid SuperDay, a full day of real work (a flat $1,000) that ends with a decision. Other functions follow role-specific versions of the same process.
It's the final stage of PostHog's hiring process: a paid full day (flat $1,000) where a candidate does real, representative work for the role, the same task every candidate gets so performance is comparable. For engineering, that means building a small web service in a day, scoped to be more than one person can finish, to see how someone prioritizes and ships.
Want remote roles like these in your inbox? Tell us what you are looking for.
Describe your next role, cut the noise