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.

WHY POSTHOG?

• You’ll be joining one of the hottest YC startups of all time with an extremely strong product-led motion.

• We have a hugely ambitious roadmap and vision, with many of the most exciting AI companies using us, including Lovable, Eleven Labs, Supabase, and Heygen.

• This role has the opportunity to build a sales & CS function from 40 people to hundreds

• Work with a company that has extremely strong developer brand recognition already

WHO WE’RE LOOKING FOR:

We have scaled to over $50m ARR purely through inbound sales, and have built a very strong foundational team of 40 people across sales, account management, CS, and onboarding. We’re on track to hit $100m by continuing to scale what we’ve already been doing. However, growing beyond that and building a generational company requires a different set of skills and experience to what we have today. This is where you come in.

Historically, we have worked things out ourselves, talked to external experts, and generally levelling ourselves up. We believe that bringing in someone now who is a world class sales leader that has seen hyperscale before will significantly increase our chances of success. The best teams have a combo of home grown talent sprinkled with star talent from the outside, but we are 100% home grown at the moment.

Whoever we hire has to add more urgency and hustle, and build on and accelerate what has made us great. While we want someone who will add something new to the team (more salesy, less technical), culture fit with our values https://posthog.com/handbook/values is still really important.

WHAT YOU’LL BE DOING:

• Increasing sales velocity and hustle - getting the sales teams to spend more time in person with customers, going deeper with accounts, and role modeling this yourself.

• Building the sales machine that scales us beyond $100m ARR. You will already have seen or have strong intuitions about the things we should do to grow, and conversely the things to avoid.

• Building an outbound function (warm and cold) - we are figuring this out as we go, but need someone who has at least seen this work happen. Nobody on the team has experience doing this.

• Predictable forecasts, repeatable pipeline creation, scalable rep productivity are all things that we have a loose grasp of at the moment. You will build this into a system.

• Improving things like our market segmentation, coverage model, deal ownership rules/handoffs.

• Reporting to Tim (co-founder & co-CEO) and building and coaching a smaller team of second-line leaders.

WHAT YOU WON’T BE DOING:

❌ Importing a sales team wholesale - our sales culture is extremely important. We would hope/expect you to bring in referrals, but they will need to go through our hiring process.

❌ Deciding when we go enterprise - this has to be a conversation led by product. We cannot sell enterprise first then backfill the product to work.

REQUIREMENTS:

• Held a senior role in a similar business where you’ve managed and coached multiple teams - technical product, PLG with sales-led added in, that has scaled well beyond $100m ARR

• Spent at least 4+ years building at one company, not just a series of short stints

• Able to understand and pitch Post Hog’s products - if a customer talks to you for 10min, they should assume you are a PM not a sales person

• Based in the Bay Area and willing to frequently visit large current and potential customers in person

• Experience setting up outbound sales, or at least working closely with BDR/SDR teams, with opinions about how this should look today

Nice to have

• You’ve seen what excellent looks like at a successful company but also successfully sold the no.2 or worse product in a difficult market

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!