Team members
Mission
Our primary goal is to build and retain our world-class team. We will accomplish this by making PostHog the most transparent company in the world, and the best place for people to work. Once on board, our goal is to enable our team to:
- Maximize their impact and performance
- Grow personally and professionally
- Have a strong sense of purpose and belonging
Objectives & key results
Q4 2023
- Objective:
- Set the stage for 2024 to be PostHog’s best year ever.
- Key Results:
- Get onto the Data Protection Framework list (Kendal)
- Plan an offsite so good other companies share the video of it online (Kendal)
- Hire a Pipeline Lead, Growth Engineer, Ops Lead, and Customer Success Manager (Coua)
- Start reporting accurate recruitment diversity data monthly to the team (Coua)
- File our US and UK R&D credits and document how to do this within ops - and faster (Kendal)
- Register for VAT in the UK and EU, and ensure we are fully up to date with tax payments (Fraser)
- Get Fraser 100% onboarded onto all things ops & finance (Charles)
- Rationale:
- We’ve shipped a lot of reactive/’under pressure’ type work over the past few months. With these completed or nearly completed, Q4 is an opportunity for us to sink our teeth into a few meatier projects.
- DEI hasn’t been prioritized during the big hiring push. We should put focused effort into upping our game here as business-as-usual won’t help us improve.
Responsibilities
Our people team works across talent, people, operations, and culture. This is what we care about:
- Setting a very high bar for bringing people on board. We are always looking for the best people in their field, or people on their way to becoming exceptional at their jobs. This is so important to us, it's enshrined in our values.
- Supporting our team throughout the entire employee lifecycle - from making an offer, to onboarding and progression, time off, and eventually parting ways.
- We create light-touch initiatives, systems, and processes that allow PostHog to act fast and scale iteratively
- Building a diverse and inclusive culture with a strong sense of belonging is at the heart of everything we do.
This is the list of who owns what on the team:
| Responsible | ||
|---|---|---|
| People Ops | ||
| UK & US Payroll | Kendal | |
| Deel Payroll | Kendal | |
| UK Benefits & Pension | Kendal | |
| US Benefits & 401k | Coua | |
| Offer Letters | Coua | |
| Onboarding & Contracts | Kendal | |
| State Registrations | Fraser | |
| Managing Merch | Kendal | |
| Compensation Reviews | Charles | |
| Grievance & Disciplinary Process | Charles | |
| Termination Process | Fraser | |
| Offboarding Process | Kendal | |
| Recruiting | ||
| Sourcing | Coua | |
| Pipeline Management | Coua | |
| Interview Scheduling | Coua | |
| Offer Decisions | Coua | |
| Referral Bonuses | Coua | |
| Culture | ||
| Team Celebrations | Kendal | |
| Offsites | Kendal | |
| Quarterly Surveys | Charles | |
| DE&I Initiatives | Charles | |
| Monthly Team 1-1s | Charles | |
| Life Stories | Kendal | |
| Manager Support | Charles | |
| Finance | ||
| Accounting - US | Fraser | |
| Accounting - UK | Fraser | |
| Financial Planning/Review | Charles | |
| Board Reporting | Charles | |
| Insurances | Kendal | |
| Chasing Receipts/Invoices | Kendal | |
| Legal | ||
| Commercial Agreements | Fraser | |
| Fundraising Agreements | Charles | |
| IP & Confidentiality | Fraser | |
| Privacy & Compliance | Fraser | |
| Share options | Fraser | |
| Systems | ||
| Equipment Management | Kendal | |
| Accounts Management | Fraser | |
| Mail Monitoring | Kendal |
Customer
Every PostHog team member, as well as current, future and past candidates.
Team 1-1s
On a monthly basis, Charles does 1-1s with:
- All managers
- All new joiners for their first 3 months
For everyone else, Charles is happy to chat any time about literally anything you like!
These conversations are confidential by default - Charles doesn’t share their content with anyone else unless explicitly asked to.
Slack channels
- #team-people-and-ops - internally public, default for ops & people discussions
- #private-people-ops - internally confidential, for minority of issues, e.g. salaries, candidate offers
Tools
Here is a summary of some of the tools we've found most effective for getting the job done. You can read more about why we chose them here. Grace and/or Charles are top level admins for all of these, should you need access.
People Ops, Recruiting, and Payroll
- Ashby - our ATS for managing all recruitment (you can find their full documentation here.
- Gusto - platform for managing all permanent US employees, including contracts, healthcare and payroll.
- We use Middesk to manage all our state registrations and filings on our behalf.
- For managing our US 401(k) we use Pentegra, which requires a manual monthly reporting process.
- We are currently migrating to Guideline, which will take effect on Feb 1st 2023.
- Deel - platform for managing all team members outside the US and UK (using their EOR service in certain countries).
- UK contracts are currently done manually in Google Drive, with payroll also being run manually - our accountants load up payments in Revolut for us to approve every month. All templates are stored in the Legal Docs [CONFIDENTIAL] shared Google Drive, in the Team folder.
- US contracts are also done manually in Google Drive.
- To avoid emailing PDFs back and forth forever, we use PandaDoc.
- PTO by Deel - Slack app for booking all types of time off.
- Deel - used to store all team personal details, documents, and pay. We are in the process of migrating this to Deel HR.
Finance and Banking
Details can be found in company-internal repo here
Everything Else
- LTSE Equity is where we manage our cap table. Orrick manage this on our behalf.
- We use Embroker for all of our insurance coverage, including D&O, Cyber Liability, and Travel.
- We track everything in GitHub from maintaining this handbook to sprint planning. You can find the People & Ops project board here.