HELP US TO INCREASE THE NUMBER OF SUCCESSFUL PRODUCTS IN THE WORLD!

• 🌍 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. https://posthog.com/handbook/people/hiring-process

• 🖥️ Team: People Ops https://posthog.com/teams/people

• 💼 Manager: Fraser Hopper https://posthog.com/community/profiles/30207

• 💰 Compensation: Please check our compensation calculator https://posthog.com/handbook/people/compensation.

• 🦔 Read more about how we hire https://posthog.com/blog/how-we-do-hiring-and-hr-at-posthog and how we think about Diversity & Inclusion https://posthog.com/handbook/company/diversity.

ABOUT POSTHOG

We're shipping every product that companies need https://posthog.com/handbook/why-does-posthog-exist 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 https://posthog.com/handbook/story. We've since shipped more than a dozen products https://posthog.com/products, including:

• A built-in data warehouse https://posthog.com/docs/data-warehouse, so users can query product and customer data together using custom SQL insights.

• A customer data platform https://posthog.com/docs/cdp, so they can send their data wherever they need with ease.

• PostHog AI https://posthog.com/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, workflow, 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 Post Hog, mostly driven by word-of-mouth. We have intensely strong product-market fit.

2. Default alive https://paulgraham.com/aord.html. 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 https://posthog.com/handbook/strategy/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 https://posthog.com/deskhog.

THINGS WE CARE ABOUT:

• 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 https://posthog.com/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 https://posthog.com/handbook/wide-company and make product decisions https://posthog.com/handbook/which-products. Teams are flexible and easy to change when needed.

• Shipping fast: Why not now? https://posthog.com/handbook/values#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 https://posthog.com/founders/cracked-manifesto 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 https://posthog.com/handbook/company/culture#were-on-the-makers-schedule, 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 https://posthog.com/deskhog with dubious shareholder value. Doing weird stuff is a competitive advantage. And it's fun.

WHO WE’RE LOOKING FOR:

We're scaling across Europe and need someone who actually knows how to run international people ops without creating a compliance nightmare. You'll love it if:

• You've dealt with Deel or similar EORs at scale and didn't let it become a dumpster fire

• You can navigate European employment law without needing to cc legal on every decision

• You ship improvements to onboarding/offboarding that people actually notice

• Autonomy excites you more than it scares you

WHAT YOU’LL BE DOING:

• Own our relationships with Deel and make sure onboarding/offboarding doesn't suck

• Keep us compliant across every European jurisdiction we hire in (and help us expand to new ones)

• Be the person who fixes complex EOR/contractor issues so the people ops team can focus on making Post Hog great

• Constantly iterate on the employee experience - we move fast and expect you to ship improvements quickly

WHAT YOU WON’T BE DOING:

❌ Traditional people ops work - this is a specialised role focused on international operations, we don’t do things like performance reviews etc
❌ Recruiting - we have a talent team for that

REQUIREMENTS:

• You've managed international people ops at a remote company, ideally using Deel/Rippling/Remote.com http://remote.com

• You know European employment law well enough to make confident decisions

• You've run onboarding and offboarding at scale without it becoming chaotic

• You're comfortable being THE person for international ops questions

Nice to have

• You've handled visa applications/sponsorships

• You've scaled from ~100 to 500+ people at a remote-first SaaS company

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!