Matcha
PostHog logo

PostHog careers: remote jobs, culture and where they hire

The open source Product OS built by product engineers, for product engineers: analytics, session replay, feature flags and more in one platform.

Team of 195$194M total funding, including $75M Series E (Sep 2025) at $1.4B valuationBacked by GV, Stripe and Peak XV Partners

What is PostHog?

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.

Where does PostHog hire remotely?

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.

United States: 7 open rolesWorldwide: 6 open rolesEurope: 5 open rolesUnited Kingdom: 4 open rolesLatin America: 1 open roleMiddle East & Africa: 1 open role

Open remote jobs at PostHog

Describe your next role, cut the noise

Why PostHog is exciting to work for

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.

What to expect from the culture

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.

How to get hired at PostHog

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 hiring FAQ

What does PostHog do?

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.

Does PostHog hire remote workers?

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.

Where is PostHog located?

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.

What timezones can I work from for PostHog?

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.

How much does PostHog pay?

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.

How do I get a job at PostHog?

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.

What is a PostHog SuperDay?

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