Work at PostHog
Everything you need to know about PostHog to see if it is the right fit for you.
Overview
About PostHog
PostHog is the single platform for product engineers, bundling product analytics, session replay, feature flags, A/B testing, surveys, a data warehouse, and more into one open-source product. Founded in 2020 by James Hawkins and Tim Glaser during Y Combinator's W20 batch, it had the most successful B2B software launch on Hacker News since 2012, with a product just four weeks old. Over 190,000 teams now use PostHog, including Airbus, Phantom, and a majority of YC companies. It reached unicorn status in September 2025 after a $75M Series E at a $1.4 billion valuation.
Company Details
- Category
- SaaS
- Locations
- US
- Co-CEOs
- James Hawkins & Tim Glaser
- Website
- posthog.com
- Social
- LinkedInTwitter
Why Join
Our Take
We have used PostHog's web analytics ourselves and genuinely loved the experience. The product is fast, thoughtfully designed, and surprisingly fun to use. PostHog is unlike most SaaS companies: their entire handbook is public, their codebase is open source, and they share revenue figures and board meeting notes with every team member. The company has raised $194M from investors, including Stripe, GV, and Y Combinator, reached a $1.4 billion valuation in 2025, and is targeting $100M in ARR by the end of 2026. They pay generously, benchmarking engineering salaries at the 90th percentile of San Francisco rates adjusted by location, with a fully public compensation calculator so you know your salary before you even apply. Employees on Glassdoor consistently highlight the flexible spending, genuine remote-first culture, and regular offsites, alongside a $1,500 quarterly budget for meeting up with colleagues anywhere in the world. Many team members are former founders, and the company is structured around small, autonomous teams that own their products end-to-end. If you are an engineer or builder who thrives on autonomy, ships fast, and wants to work on a product used by nearly 200,000 teams, PostHog is a rare opportunity.
What to Expect
Employees
Founded in
Headquarter
Mission
Company Mission
Equip every developer to build successful products.
Problem They Solve
Building successful products has traditionally required stitching together a fragmented mess of analytics, feature flagging, session recording, experimentation, and data tools from different vendors. This creates integration headaches, disconnected data, and wasted engineering time. Engineers end up spending too much time wrangling tools instead of understanding their users.
Who their customers are
PostHog serves product engineers and engineering teams of all sizes, from solo developers to Fortune 500 enterprises. Over 190,000 teams use the platform, including roughly 65% of Y Combinator companies. Customers span many industries.
Long-term vision
"We have zero intention of selling our business. We want to see just how crazy huge this gigantic software stack can get - and we think that it will reach at least $100bn in value. We'll be around and fighting for a long, long time. It's our life's work."
Team
What Employees Say
"Remote-first and async culture, fully open source and transparent, with unlimited PTO and multiple offsites per year to connect with colleagues."
Current Employee
Leadership
PostHog is led by its two Co-founders and Co-CEOs, James Hawkins and Tim Glaser, who have been building together since 2019. James studied Economics at Cambridge and previously founded and scaled c2o Media to profitability, and served as VP Sales & Channels at Arachnys. Tim is the technical co-founder, responsible for PostHog's architecture and engineering strategy. The two pivoted five times before landing on PostHog during their YC batch, and they have no intention of stepping aside: they have publicly stated this is their life's work. Charles Cook serves as VP of Operations & Marketing.
Founder-led?
Yes, this company is still led by its founder(s).
Do I Feel Safe at Work?
PostHog's culture is built on radical transparency and direct feedback. Almost everything is done in public: their handbook, codebase, roadmap, and even internal communication largely happen on GitHub. They explicitly encourage people to default to action rather than asking for permission, and to go live with work as quickly as possible. They value being direct about the quality of work and have a strong culture of giving and receiving feedback. That said, this is not a hand-holding environment. Glassdoor reviews are mixed: some praise the autonomy, transparency, and calibre of colleagues, while others note that the culture favours heads-down, fast-shipping, solo work, and that authority ultimately sits with leadership. If you thrive in a high-trust, low-bureaucracy environment where you are expected to figure things out independently, PostHog will feel liberating. If you need more structured collaboration and social support, it may feel isolating.
Work Reality
Onboarding
PostHog takes a learn-by-doing approach to onboarding. New joiners are given context and access from day one, and the public handbook means most questions are already answered before you ask them.
What Employees Say
"A genuinely standout product, inspiring and respectful colleagues, and a real sense of collaboration across the company. I've regularly recommended it to friends."
Current Employee
How Success is Measured
PostHog measures performance on real outcomes and shipping speed, not hours worked. Their value "Why not now?" captures the pace they expect. Small teams own their products end-to-end, from building to pricing to user support. Every week, one person on each engineering team rotates as "Support Hero," investigating and resolving customer issues directly. Performance is reviewed regularly, and pay increases are proactive rather than requiring negotiation.
Communication Style
PostHog is natively remote and async-first, and Tuesdays and Thursdays are meeting-free days to protect heads-down building time. Almost all communication happens publicly on GitHub or in Slack. Despite being remote, PostHog invests heavily in in-person connection: company-wide offsites happen regularly, small teams have their own offsites at least once a year, and every team member gets a $1,500 quarterly budget for ad-hoc meetups with colleagues.
Growth
Promotions
PostHog does not have a traditional promotion ladder or a wide range of titles. At PostHog, seniority is not about your title. They keep titles flat so everyone feels empowered to act like an owner. You progress by doing great work, caring about your team and users, and helping PostHog succeed. Pay rises are proactive and follow their public compensation calculator, so you never have to negotiate for one.
L&D Support
PostHog offers a training budget and free books (including Audible subscriptions) for professional development. But the biggest learning opportunity is the work itself: you get to ship products end-to-end, work with cutting-edge technology (ClickHouse, open-source infrastructure, AI/ML), and learn from colleagues who are often former founders and senior engineers from top companies. Since everything is done in public, you can learn from watching how board meetings work, why strategy decisions are made, and how the product is built.
Internal Mobility
PostHog operates through small teams, and as the company grows, it can move people around to provide variety and let people switch focus if things get stale. There is no formal internal mobility programme, but the flat structure and open communication between teams make lateral moves possible.
Average Tenure
PostHog is still a young company (founded in 2020), so tenure data is limited. The company has grown from 2 founders to over 150 people in five years.
Benefits
Work Flexibility
- 100% remote, distributed across 20+ countries
- Meeting-free days on Tuesdays and Thursdays
- Co-working space budget or WeWork All Access membership
- No set working hours: PostHog trusts you to manage your own time
Compensation
- Generous pay benchmarked at the 90th percentile of SF rates for engineers (adjusted by location)
- Equity with employee-friendly terms: 10-year exercise window, double-trigger acceleration
- Fully transparent compensation calculator: know your salary before you apply
- Proactive pay increases, not dependent on negotiation
Health & Insurance
- Private healthcare via Aviva (£100 excess), dental and vision via Medicash, and children are included free of charge
Family Support
- Up to 24 weeks paid maternity leave and 4 weeks paid paternity leave (after 1 year of service)
- Parental leave is available to all parents regardless of gender, covering childbirth and adoption
- Workplace nursery scheme saving up to 45% on nursery fees
- Bereavement policy covering pregnancy and child loss
Professional Development
- Annual training budget
- Free books and an Audible subscription
- Monthly open-source sponsorship budget
- PostHog will be your first investor if you leave after 2 years to start a company
Leave & Time Off
- Unlimited, permissionless time off with a minimum of 25 days per year expected
- Generous sick leave
- Cyclescheme for tax-free cycling gear
- Encouraged to take a full month off every 3-4 years
Jobs at PostHog
Explore 5 current remote opportunities.
Technical Account Manager
PostHog
100% RemoteFull-timeSenior or aboveUK, US, EuropeDev Advocate (YouTube Team)
PostHog
100% RemoteFull-timeMid-levelUK, US, EuropeProduct Manager (ex-founder or ex-product engineer)
PostHog
100% RemoteFull-timeSenior or aboveUK, US, EuropeAI Research Engineer
PostHog
HybridFull-timeSenior or aboveUKProduct Engineer
PostHog
100% RemoteFull-timeSenior or aboveUK, US, Europe
Frequently asked questions
Have more questions? Get in touch with Frederic, Founder of RemoteCorgi.
- Is PostHog fully remote?
- Yes, PostHog is 100% remote with team members distributed across more than 20 countries. There are no offices you are required to go to. They offer a co-working budget and a WeWork All Access membership if you want a change of scenery. The company invests heavily in in-person connection through regular company-wide off-sites and a $1,500 quarterly budget for ad-hoc meetups with colleagues.
- How transparent is PostHog really?
- Extremely. Their entire company handbook is public, their codebase is open source, the product roadmap is open to anyone, and internally they share revenue figures, board meeting notes, and fundraising plans with every team member. Their compensation calculator is also public, so you can see what you would earn before applying. This level of transparency is rare and is central to how PostHog operates.
- What is the culture like at PostHog?
- PostHog is built for people who like to build. There is no middle management. Small teams own their products end-to-end and are trusted to make their own decisions. The company moves fast, encourages action over permission, and expects honesty about the quality of work. A lot of the team are former founders themselves. It is not a culture for everyone: if you thrive in a structured, highly collaborative environment with lots of social interaction, it may feel too independent. But if you want to ship fast, learn a lot, and work alongside exceptional people, it is hard to beat.
- What are the compensation and equity terms like?
- PostHog pays generously, benchmarking engineering salaries at the 90th percentile of San Francisco rates, adjusted for location. Every team member receives equity with a 10-year exercise window (most companies give 90 days) and double-trigger acceleration in the event of acquisition. They also ran their first employee secondary in 2024 and a tender offer in 2025, allowing early employees to sell some of their shares. Pay increases are proactive and based on a transparent formula, not on how frequently you negotiate.
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