Team Marketing
Developer who loves writing
Department
Marketing
Location
Remote (EMEA, US)
Timezone(s)
GMT + 2:00 to GMT -8:00
About PostHog
We help developers build successful products by giving them a suite of products to analyze, test, observe, and deploy new features. We currently offer product and web analytics, session replay, feature flags, A/B testing, a CDP, SQL access, and a data warehouse… and there’s plenty more to come.
PostHog was created as an open-source project during Y Combinator's W20 cohort. We had the most successful B2B software launch on HackerNews since 2012 with a product that was just 4 weeks old. Since then, more than 70,000 companies have installed the platform. We've had huge success with our paid upgrades, raised $27m from some of the world's top investors, and have shown strong product-led growth – 97% driven by word of mouth.
We're growing quickly, but sustainably. We're also default alive, averaging 10% monthly revenue growth and with more than $10m ARR. We're staying focused on building an awesome product for end users, hiring a handful of exceptional team members, and seeing fantastic growth as a result.
What we value
We value depth over volume. If you want to spend 2 weeks writing a really in-depth guide, go for it!
Talent over marketing experience. Our marketing team is mostly composed of people with a technical background, so you don't need to have marketing experience.
We are open source. Building a huge community around a free-for-life product is key to PostHog's strategy.
We aim to become the most transparent company ever. In order to enable teams to make great decisions, we share as much information as we can. In our public handbook, everyone can read about our roadmap, how we pay (or even let go of) people, what our strategy is, and who we have raised money from.
Working autonomously and maximizing impact – we don’t tell anyone what to do. Everyone chooses what to work on next based on what is going to have the biggest impact on our customers.
Solving big problems – we haven't built our defining feature yet. We are all about shipping fast, talking to users, and iterating.
What you’ll be doing
✅ Writing informative blog posts and tutorials that attract new developers to PostHog.
✅ Improving our documentation and writing guides that solve problems for existing users.
✅ Working with our product teams to turn new features into engaging and timely content ideas.
✅ Contributing high-quality and opinionated articles to our newsletter, Product for Engineers, which has over 15,000 subscribers.
✅ Analyzing how your content performs (using PostHog!) and deciding how to adjust our content strategy accordingly.
✅ Choosing your own adventures. We want people who can come up with their own ideas and follow them through.
Here is some recent content the team has written:
What you won't be doing
❌ Working to a quota. This job isn't about shipping 3 mediocre blog posts a week.
❌ Grinding through an endless list of SEO keywords. Content optimized for Google (despite what you hear, it's still a thing) is important, but we value quality over quantity.
❌ Obsessing over the conversion metrics of every piece of content you publish.
Requirements
You've written engaging content for developers.
Software development experience, though not necessarily in a formal role. Building apps in your free time or having done a bootcamp counts.
Excellent writing, research, and communication skills.
Original, interesting takes on topics developers care about.
A genuine love of writing.
Nice to have
You have another string to your bow – maybe you've dabbled in video content creation, or social media? It could be anything, really.
Salary
We have a set system for compensation as part of being transparent. Salary varies based on location and level of experience.
Location (based on market rates)
The benchmark for each role we are hiring for is based on the market rate in San Francisco.
Level
We pay more experienced team members a greater amount since it is reasonable to expect this correlates with an increase in skill
Step
We hire into the Established step by default and believe there's a place to have incremental steps to allow for more flexibility.
Salary calculator
- Benchmark (United States - San Francisco, California) $165,000
- Level modifier 1
- Step modifier 0.95 - 1.04
Benefits
Generous, transparent compensation & equity
Unlimited vacation (with a minimum!)
Two meeting-free days per week
Home office
Coworking credit
Private health, dental, and vision insurance.
Training budget
Access to our Hedge House
Carbon offsetting
Pension & 401k contributions
We hire and pay locally
Company offsites
Get more details about all our benefits on the Careers page.
Your team's mission and objectives
Make PostHog a hub for product engineers to learn and collaborate
Product focus: Web analytics
Rationale: We want to focus most of our marketing efforts around a single product, giving the team greater focus. We're choosing web analytics because it's recently out of beta and has strong adoption already.
Owned by: Lior and Ian
Contributors: Andy and others where needed
What we're shipping:
- Great web analytics docs
- Comparisons for main competitors
- Alternatives guides for main competitors
- Better privacy docs and advice (GDPR consent etc.)
- Proper web vs product analytics guide
- Loads of relevant tutorials and SEO content
- Social ads for web analytics
We'll know we're successful when:
- We see increasing usage of web analytics
- More people choosing web analytics at onboarding
- Growing word of mouth for PostHog as a web analytics tool (brand mentions)
Content focus: Newsletter
Rationale: We've built a successful newsletter, but we need to aim higher. We want to ship more ambitious and original articles. Our ultimate long-term goal is people should talk about Product for Engineers in the same, or similar, terms as Lenny's Newsletter. A "default" newsletter that is synonmous with quality.
Owned by: Andy
Contributors: Ian, Lior, James Hawkins and anyone else who wants to get involved
What we're shipping:
- Bar raising issues of the newsletter
- Working toward a higher frequency of issues
- Potentially new newsletter formats
- Andy attempting to become a LinkedIn influencer #youreathoughtleadernowharry
We'll know we're successful when:
- We ship newsletters we're very proud of
- People talk about the newsletter like they do our brand / website
- Increasing word of mouth and organic growth of the newsletter
Merch that's popping off
Rationale: We've got some great new designs being printed. Next stage is to get them stocked and create buzz around how great our merch is.
Owned by: Lottie
Contributors: Whole marketing team where needed
What we're shipping:
- Merch printed and in the store
- Photoshoot for the store + social promotion
- A whole bunch of stuff to promote the merch online (TBD)
We'll know we're successful when:
- People buy and wear our stuff
- Proved via photos and posts on social media
- People choosing to buy it without a merch code / giveaway
Kickass billboards
Rationale: We have a bunch of billboards booked for Q1 2025. We should have something on them, I guess? Solid plan.
Owned by: Charles
Contributors: Lottie, Cory, and James
What we're shipping:
- Billboard designs shipped on time
- A Q4 campaign to create buzz and get people talking
- Q1 2025 online campaigns to run at same time as billboards
We'll know we're successful when:
- We've shipped. Results will come in Q1 2025
- Real love for the billboards and shares on social
- Increase in branded search that coincides with the campaign
Hire someone to own paid ads and incentive schemes
Rationale: We spend a decent amount on paid ads on Google and LinkedIn, but it doesn't have a full-time owner. Time spent here by Andy distracts him from things he'd rather be doing and is better at. We'd also like to explore creating a referral and/or affiliate scheme, but don't have capacity to do so internally.
Owned by: Andy
Contributors: Charles
What we're shipping:
- Job spec with aim to start hiring once we've onboarded new hires to content team
- A clear hypothesis about what we want this person to do and how we'll evaluate success
We'll know we're successful when:
- We've hired someone who kicks ass and drives growth, or...
- ...we decide to focus hiring efforts elsewhere, but probably the former.
Interview process
We do 2-3 short interviews, then pay you to do some real-life (or close to real-life) work.
- 1
Application(You are here)
Our talent team will review your application to see how your skills and experience align with our needs.
- 2
Culture interview30-min video call
Our goal is to explore your motivations to join our team, learn why you’d be a great fit, and answer questions about us.
- 3
Technical interview45 minutes, varies by role
You'll meet the hiring team who will evaluate skills needed to be successful in your role. No live coding.
- 4
PostHog SuperDayPaid day of work
You’ll meet a few more members of the team and work on a independent project. It's challenging, but most people say it's fun!
- 5
OfferPop the champagne (after you sign)
If everyone’s happy, we’ll make you an offer to join us - YAY!
Apply
(Now for the fun part...)
Just fill out this painless form and we'll get back to you within a few days. Thanks in advance!
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