Before you apply to PostHog, you can look up what they would pay you. Not a vague band that slips out in a third interview. A calculator, public, in the company handbook: pick the role, the level, your location, and read the number. Engineering pay is benchmarked to the 90th percentile of the market, and they publish the formula, the benchmark source, and the location factors along with it.

This is the first Remoet Company Spotlight: one company at a time, picked from the companies our users star most, read closely. How they build and how they hire, nothing else. PostHog earned the first slot for a simple reason: no company in tech shows you more of its insides, and engineers keep starring it anyway (usually the mystique goes first and the interest follows it out). Also, their mascot is a hedgehog, which explains the photo up top.

Six ideas in nine months

PostHog was not the plan. In August 2019, James Hawkins quit a job running sales (enterprise software, sold to banks) and Tim Glaser quit a job running R&D. They put their last $8,000 of salary into a business bank account and split the work with unusual clarity: Tim builds the product, James books two meetings with sales leaders every day.

The first product was a tool for measuring technical debt. It got them into Y Combinator's Winter 2020 batch, and it had users, but it carried a fatal flaw: it measured a problem without fixing it. So they pivoted. Then pivoted again. By their own count they changed ideas almost once a month for half a year, and PostHog was idea number six.

The itch that finally held was one they had felt themselves while building all the failed ones: seeing which features people actually used meant shipping their own users' data off to a third-party analytics vendor. They wanted the data on their own infrastructure, with full access to what sat underneath. So they built product analytics you could self-host, made it open source, and put an MVP on Hacker News four weeks after starting to code. Within days there were 300 deployments in the wild. Within two weeks the repo passed 1,500 GitHub stars. It has since passed 35,000.

That launch set the company's whole shape. Open source was not a marketing channel bolted on later. It was the product decision that made everything after it make sense, including the transparency this piece keeps circling back to.

Small teams, nobody to hand off to

The handbook (public, of course) describes a company built wide instead of deep. Teams are strictly two to six people. Each has a team lead, who is deliberately not a manager and not necessarily the most senior person on the team. A team decides what ships, with no external QA gate, and owns its own roadmap. Product managers exist at PostHog, but in a supporting role: they do not run teams, and every team is expected to talk to its customers directly.

The sharpest expression of this is Support Hero. PostHog does not hire dedicated support staff. Instead, one engineer on each product team spends the week fielding support questions, and because the person answering the ticket can also merge code, the fix often ships the same day (imagine reporting a bug before lunch and watching it deploy by dinner).

All of this runs across a product surface that has gotten genuinely wide: product analytics, session replay, feature flags, experiments, surveys, a data warehouse, error tracking, LLM observability, and an in-product AI agent. Their own company timeline describes it as "a product list too long to keep reciting."

One more thing stood out to us while reading. The candor cuts both ways. When their first AI assistant did not work out, they killed it and published the autopsy (the post is literally titled "Why we killed our AI product assistant"), then rebuilt the thing properly and shipped it again. Most companies bury that story. PostHog gave it a URL.

A thousand dollars to interview you

The hiring process is published end to end, which is still rare enough to be worth noting. Four stages: a 20-minute talent screen, a 45-to-60-minute technical interview with the hiring manager, a short conversation with an exec about motivation and values, and then the SuperDay.

The SuperDay is the centerpiece: a full paid day of real work, $1,000 flat, on a task deliberately designed to be too much for one person to finish. That last part is the point. They are not checking whether you complete it. They are watching what you choose to do first. A decision follows within 48 hours.

Once you are in, the transparency keeps paying out: pay reviews happen proactively three times a year (you do not have to ask), and if you ever leave, you get ten years to exercise your options instead of the usual panicked 90 days. They also state, plainly, that they have never had layoffs.

Our data fills in the shape of who they are hiring right now. Fifteen open roles as of July 2026, every one of them remote, though most are restricted to specific regions rather than hire-from-anywhere. All-remote describes how PostHog works. It does not always mean anyone anywhere can apply, so check the role.

What the calculator doesn't say

Here is the one thing our data shows that no page of the handbook states outright: of PostHog's open roles that carry a seniority signal, not one is junior. Zero, as of July 2026. Every opening sits at mid level or above.

That is not unusual, sadly. When we counted across the whole platform in June, only about 4.6% of open roles were junior. But it lands differently at the company famous for lowering every other barrier. The salary is public. The process is public. The handbook is public. The bar, meanwhile, stays exactly where it was; the hiring docs call it an extremely high one, in their own words.

Read that way, PostHog's transparency is not a welcome mat. It is a filter that runs before the first phone call. Publishing the salary formula and the entire process means applicants self-select before anyone books a meeting, which might be the most efficient top of funnel in hiring: the calculator politely turns away the people the process would have rejected three weeks later. Openness as throughput, not warmth. We suspect PostHog would agree with that reading, and take it as a compliment.

Frequently asked questions

What is PostHog's tech ecosystem?

PostHog builds primarily in the Python and TypeScript ecosystems, and the main open-source repo is mostly Python. The full tech stack, tag by tag, lives on the PostHog listing on Remoet.

Does PostHog hire remote workers?

Yes. PostHog is 100% remote across more than 20 countries, with no headquarters. Most open roles are restricted to specific regions though (as of July 2026), so check the role's location note before applying.

What is PostHog's interview process?

Four stages: a 20-minute talent screen, a technical interview of 45 to 60 minutes, a short values conversation with an exec, and the SuperDay, a paid full day of real work ($1,000). PostHog aims to decide within 48 hours of the SuperDay.

Does PostHog hire junior developers?

As of July 2026, none of the open PostHog roles we track are junior; every role is mid level or above. Junior roles are scarce across tech generally: about 4.6% of all open roles when we counted in June 2026.

One company at a time

Companies don't pay for spotlights; we choose them from what our users star. That sentence will appear on every one of these, so you might as well read it here first.

PostHog's full tech stack and all of its open roles are live on the PostHog listing. Star the company and you (or your agent) will know when new roles open up.

Got a company you think deserves the next spotlight? Come make the case on Discord. We are doing these one at a time, so the bar is high. PostHog would approve.