# Leadership Hiring - Handbook

## Leadership hiring at PostHog

We deliberately keep our [structure flat](/handbook/company/culture.md#structured-for-speed-and-autonomy) 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](/handbook/people/hiring-process.md#posthog-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.

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