PostHog careers: remote jobs, culture and where they hire

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 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.