Talent Partner

• 🌍 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 timezones.

• 🎤 Interview process: Read more about our interview process.

• 🖥️ Team: Talent

• 💼 Manager:  Coua Phang

• 💰 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:

1. Product-led. More than 100,000 companies have installed PostHog, mostly driven by word-of-mouth. We have intensely strong product-market fit.

2. 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.

3. 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're growing faster, and frankly, we need more talent partners at PostHog to help us go from 180+ people today to double that number by the end of 2026. You'll love it if:

• You're biased for action and act fast

• You're critical and can confidently assess culture and motivation fit

• You thrive working in a pretty cool team!

• You actually enjoy recruiting

• Run full-cycle recruitment for roles across several of our GTM and engineering small teams

• Deliver an exceptional candidate experience by making sure we close the feedback loop promptly and ensuring a seamless hiring process

• Manage expectations for internal hiring teams and exec members to maintain hiring standards and velocity

• Crafting creative outbound is your niche

❌  Working on other people-y things - this is not a role for someone who wants to move sideways into people ops

• You're an experienced generalist in-house recruiter who has worked for fast-growing tech companies

• You're an expert in full-cycle recruitment and closing candidates

• You have experience managing high-volume recruitment processes

• You're comfortable and creative with outbound efforts

• Working autonomously and moving fast should excite you

Nice to have

• You've recruited for remote companies internationally

• You've worked as part of a small talent team that scaled from 100 to 500 people

If you have a disability, please let us know if there's any way we can make the interview process better for you - we're happy to accommodate!

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