🌍 Location: We are full-remote and globally distributed! Our current team is distributed between GMT-8 and GMT+2, so we currently only hire in these time zones.
🎤 Interview process: 1. Culture screen with People team (30min); 2. Technical interview with Andy (60min) 3. Small team interview (15min), 4. SuperDay Read more about our interview process.
🖥️ Team: Editorial
💼 Manager: Ian Vanagas
💰 Compensation: Please check our compensation calculator.
🦔 Read more about how we hire and how we think about diversity & inclusion.
We're shipping every product that companies need to run their business from their first day, to the day they IPO, and beyond. The operating system for folks who build software.
We started with open-source product analytics, launched out of Y Combinator's W20 cohort. We've since shipped more than a dozen products, including:
A built-in data warehouse, so users can query product and customer data together using custom SQL insights.
A customer data platform, so they can send their data wherever they need with ease.
PostHog AI, an AI-powered analyst that answers product questions, helps users find useful session recordings, and writes custom SQL queries.
Next on the roadmap are CRM, messaging, revenue analytics, and support products. When we say every product that companies need to run their business, we really mean it!
We are:
Product-led. More than 100,000 companies have installed PostHog, mostly driven by word-of-mouth. We have intensely strong product-market fit.
Default alive. Revenue is growing 10% MoM on average, and we're very efficient. We raise money to push ambition and grow faster, not to keep the lights on.
Well-funded. We've raised more than $100m from some of the world's top investors. We're set up for a long, ambitious journey.
We're focused on building an awesome product for end users, hiring exceptional teammates, shipping fast, and being as weird as possible.
Transparency: Everyone can read about our roadmap, how we pay (or even let go of) people, our strategy, and how we work, in our public company handbook. Internally, we share revenue, notes and slides from board meetings, and fundraising plans, so everyone has the context they need to make good decisions.
Autonomy: We don’t tell anyone what to do. Everyone chooses what to work on next based on what's going to have the biggest impact on our customers, and what they find interesting and motivating to work on. Engineers lead product teams and make product decisions. Teams are flexible and easy to change when needed.
Shipping fast: Why not now? We want to build a lot of products; we can't do that shipping at a normal pace. We've built the company around small teams – autonomous, highly-efficient groups of cracked engineers who can outship much larger companies because they own their products end-to-end.
Time for building: Nothing gets shipped in a meeting. We're a natively remote company. We default to async communication – PRs > Issues > Slack. Tuesdays and Thursdays are meeting-free days, and we prioritize heads down building time over perfect coordination. This will be the most productive job you've ever had.
Ambition: We want to solve big problems. We strongly believe that aiming for the best possible upside, and sometimes missing, is better than never trying. We're optimistic about what's possible and our ability to get there.
Being weird: Weird means redesigning an already world-class website for the 5th time. It means shipping literally every product that relates to customer data. It means building an objectively unnecessary developer toy with dubious shareholder value. Doing weird stuff is a competitive advantage. And it's fun.
We think it is a tragedy there are millions of builders out there who have never heard of PostHog. We have:
Have built a leading developer platform (loved by the ones who have heard about us).
A consistent stream of world-class blogs, newsletters, product updates, and changelogs being published
An audience that has shown how much they want to hear from us.
We think social posting is the way to put this tragedy to an end and want YOU to be the one to help us do it. We've already had some success on social in the form of James (our co-CEO) and the random employee post, but we think we can 100x it from here.
We'll give you everything you need to do it, most importantly, plenty of autonomy. At PostHog, "you're the driver." This isn't a "management" role. You won't need to get approval for every post, develop a content calendar, or present a weekly update report. We'll trust you to own and lead social for PostHog.
Why editorial specifically? We are the primary content creators and this should be primarily a content creation role, even if that content is reused from what we already have. This role isn't focused on a specific product or video.
Writing and publishing posts, primarily on X and LinkedIn leveraging our existing content (blogs, newsletters), product updates (changelog, launches), and visuals (videos, graphics, hedgehogs)
Coaching, editing, and ghostwriting social content for the rest of the PostHog team including engineers, marketers, execs, and the talent team.
Experimenting with new content (unrelated to what we've already done), formats, and channels (like Reddit, Instagram, TikTok, in-app stories?)
Engaging with our community on social and building more superfans who will fight for us online.
Continuously improving our ability to reach more people by tracking and reporting on growth of the social channels we are active on.
Example public issues/projects:
James on Twitter (quick calls), Salesforce in your kid's candy).
Employee posts promoting PostHog AI launch, newsletter, new website.
PostHog Twitter posts promoting PostHog AI, announcing pricing changes, and sharing new product updates
❌ Writing blogs or newsletters
❌ doing influencer sponsorships
❌ creating long-form YouTube videos
❌ exclusively "managing" content other people create
Strong ability to POST, social copy writing skills are critical across a variety of styles: product announcements, personal blog post promotion, serious incident response, meme replies
Experience leading social at a real company, a high-growth B2B dev tools startup background isn't required, but it's nice.
Be terminally online and meme literate.
Have a sense of what is trending and what works on social, especially for developers/builders.
Nice to have
Graphic design is more than a passion. Be able to create eye-popping graphics (or funny memes) for social (or make our designer/illustrator's job easier). I think they call these "scroll stoppers" in the biz.
Have developed a strong brand voice, like ghost writing for a founder in the startup space
Have created short-form videos (TikTok, Reels, Shorts) for companies. We don't think most dance trends are relevant to B2B SaaS, but it would be helpful if you could confirm that for us.
Be a developer or have a strong knowledge of what developers like.
We are committed to ensuring a fair and accessible interview process. If you need any accommodations or adjustments, please let us know
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