Posthog

PostHog is fully remote and operates with a written-first, asynchronous culture: work commonly starts with pull requests and GitHub issues rather than meetings. The company emphasises transparency and documents decisions and roadmaps publicly where possible. See the handbook for culture and communication norms: culture and communication.

Teams are organised as small, autonomous "small teams" (typically 2–6 people) that own an area of the product end-to-end. Each small team runs its own weekly sprint and retrospective, has a team lead who sets context, and can decide which features enter production within the release schedule. More on team structure: small teams.

Meetings are intentional and limited: the company keeps most days meeting-free (no planned internal meetings on Tuesdays and Thursdays) and clusters necessary meetings so contributors have long blocks of uninterrupted time to build. Regular cadence includes a company all‑hands and small‑team sprint rituals; video calls use Google Meet. See the meetings guidelines: meetings.

Engineering and product teams ship end-to-end and share support responsibilities. Each team designates a weekly support hero to handle customer issues, and on‑call responsibilities exist where required. Engineering work and reviews happen on GitHub; PostHog uses tools like Weave to surface engineering metrics, while emphasising that metrics are part of a conversation, not the sole basis for performance decisions. See management notes: management.

The company encourages a bias for action and the maker's schedule: prefer shipping small, testable changes, iterate from real user feedback, and judge performance by outcomes rather than hours worked.

PostHog manages hiring in-house and runs a primarily inbound process. Applications and interview scheduling are handled in Ashby; the company does not use external recruiting agencies. The handbook documents the full approach and practical rules: hiring process.

Typical interview stages include: an initial culture conversation with People & Ops, a technical interview with the hiring manager, a small-team interview with an Exec team member, and a PostHog SuperDay (a paid, practical work-sample day). Public job postings commonly list a call with a talent partner, a 60-minute technical interview, a short call with a co‑founder, followed by the paid SuperDay.

The SuperDay is a paid exercise that mirrors day-to-day work; candidates are asked to complete a realistic task and meet potential teammates. PostHog pays candidates for the SuperDay; the candidate's output and how they prioritise and communicate during the day are central to the hiring decision.

Practical details in the handbook: interviews are conducted in English and over video, interviews should be scheduled via Ashby so panel members have context, and hiring is generally limited to candidates physically located between GMT‑8 and GMT+2 time zones. Visa sponsorship is limited (details are in the handbook) and PostHog participates in E‑Verify for US hires. See the hiring handbook for full process and logistical guidance: hiring process.