PostHog Handbook Library / People

469 words. Estimated reading time: 3 min.

# Leadership Hiring

### Leadership hiring at PostHog

We deliberately keep our structure flat and we don’t believe in having a lot of fancy titles early on. However, as we grow, we will hire people into more senior-type positions.

With our senior leadership hiring, more so than normal, we are aiming for speed, and as always, quality. If a candidate is amazing but doesn't fit with a specific role need we have _right now_, we still aim to treat the hiring process with the same urgency as if posthog.com has gone down.

#### Hiring process

##### Preparation

Before we kick-off the hiring process for a role, we make sure to have everything we need for the role prepared:

- James or Tim to write job description, Blitzscale team review
- Post the role - share in our networks (we may not publicize this in all our usual channels as these types of roles can attract a very high volume of candidates who are not relevant)
- Ask investors for referrals
- Agree on salary benchmark and equity level - this usually doesn't fit in our compensation calculator
- Decide on interview process - this might be bespoke (see below)
- The People team will build a market map and share it with the leadership team, outreach ideally coming from the founders

##### Interview process

In order to ensure speed, we aim to finish the process within 5 working days (assuming the candidate has availability). This is a rough guide that can be adapted

Day 1: Candidate meets Coua - _30-45 minutes_

- Culture
- Important information: time frame, salary expectations (base/equity/bonus/other), visa, other open processes
- Answer open Qs

Day 2: Candidate meets James and/or Tim - _45-60 minutes_

- History, mission, vision
- Role responsibilities
- Role outlook (team, development etc)

Day 3: Technical Interview with James/Tim + respective team - _60 minutes_

- Background and experience
- Technical deep-dive
- Scenario-based questions

Day 3: Meet rest of the team - Charles - _30-45 minutes_

- Strategy and long term outlook
- Culture fit

Day 4: SuperDay (_optional_) or meet the team (standup or informal lunch)

Day 4: Wrap up call with James and/or Tim - _30 minutes_

- Answer any open questions, potentially talk about offer details already
- Coua to follow up via email

Day 5: Offer out

- Coua to send official offer and comp sheet with James/Tim/Charles in CC
- James/Tim/Charles to drop a quick message how excited they are
- 🤞

> Depending on the role, we might also schedule a call with one of our investors.

We take exceptional people when they come along - and we really mean that! Don’t see a specific role listed? That doesn't mean we won't have a spot for you.

In cases where a candidate reaches out without us having a role posted, we follow the same process as above, and work through all open tasks we would usually prepare for on day 1 and 2.

Canonical URL: https://posthog.com/handbook/people/hiring-process/exec-hiring

GitHub source: contents/handbook/people/hiring-process/exec-hiring.md

Content hash: `8aa9494f6710e0ef`