People & Ops
Team members
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Charles Cook
Team leadOperations & Marketing
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Grace McKenzie
Operations Manager
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Coua Phang
Tech Talent Partner
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Kendal Hall
Executive Assistant
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
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 career development, parental leave, 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. It's so important to us, we have a dedicated handbook page.
We use the RACI model to manage the various areas of focus within the team:
- R = Responsible ie who is in charge of getting the work done
- A = Accountable ie who ensures that the work gets done
- C = Consulted ie who needs to be brought in on decisions
- I = Informed ie who needs to be told when decisions are made
| Charles | Grace | Coua | ||
|---|---|---|---|---|
| People Ops | ||||
| UK payroll | I | R,A | C,I | |
| UK pension | I | R,A | C,I | |
| UK benefits | I | R,A | C,I | |
| US payroll | I | R,A | C,I | |
| US 401(k) | I | R,A | C,I | |
| US benefits | I | R,A | C,I | |
| Offer letters | C | I | R,A | |
| Onboarding - legal | I | R,A | C,I | |
| Onboarding - company | C,I | C,I | R,A | |
| State registrations | I | R,A | C,I | |
| Compensation reviews | C,I | R | C,I | |
| Conduct management | R,A | I | C,I | |
| Termination decisions | R,A | I | C,I | |
| Offboarding process | A | R,A | C,I | |
| Recruiting | ||||
| Sourcing | C,I | R,A | ||
| Pipeline management | C,I | R,A | ||
| Interview scheduling | R,A | |||
| Offer decisions | C | I | R,A | |
| Referral bonuses | C | I | R,A | |
| Culture | ||||
| Team celebrations | I | C,I | R,A | |
| Offsites | C,I | R,A | I | |
| Team surveys. | C,I | C,I | R,A | |
| DE&I initiatives | R,A | R | R | |
| Team 121s | R | R,A | R | |
| Passion Talks/Life Stories | I | I | R,A | |
| Finance | ||||
| Accounting - US | C,I | R,A | ||
| Accounting - UK | C,I | R,A | ||
| Financial planning | R,A | R | I | |
| Board reporting | R,A | R | ||
| Insurances | C,I | R,A | ||
| Legal | ||||
| Commercial agreements | R,A | R | ||
| Fundraising | R,A | |||
| IP & Confidentiality. | R,A | C,I | ||
| New agreements | R,A | C,I | ||
| Privacy & Compliance | R,A | R | ||
| UK options scheme | R | R,A | C | |
| US options scheme | R | R,A | C | |
| Systems | ||||
| Customer support | C,I | R,A | ||
| Equipment management | C | R,A | ||
| Accounts management | A | R | ||
| Mail monitoring | C,I | R,A |
Customer
Every PostHog team member, as well as current, future and past candidates.
Objectives & key results
Q1 2023
- Objective:
- Make PostHog the best place anybody has ever worked.
- Key Results:
- Hiring: Hire a Full Stack Engineer (Experimentation) and Product Designer
- Hiring: Start reporting diversity of pipeline on a monthly basis
- Culture: Run a whole team offsite that at least 80% of the team rate as 4/5
- Culture: Set up regular team surveys and ensure at least 90% responsiveness
- Finance: Ensure we stay within 5% of forecast cash burn
- Finance: 100% of monthly reports are shared with the team before the end of the following month
- Ops: Complete our SOC 2 audit and get certified.
- Rationale:
- Our ops run smoothly already, so it doesn’t make sense to invest more time for marginal gains here.
- We should focus on making the experience of working at PostHog as pleasant and enjoyable as possible.
Team 121s
On a monthly basis, People & Ops offer every team member an optional, informal check-in about life, work, and as an opportunity to provide any feedback on how the company runs as a whole.
The breakdown of assignments is:
Charles:
- Marius
- Karl
- Michal
- Cory
- Paul D'A.
- Tim
- Guido
- Tiina
- Eric
- Em
- Thomas
Grace:
- James G.
- Li
- Alex
- Eli
- Cameron
- Yakko
- James H.
- Joe
- Ellie
- Lottie
- Luke
- Raquel
Coua:
- Simon
- Harry
- Andy
- Ian
- Paul H.
- Neil
- Daniel
- Annika
- Ben
- Kendal
- Xavier
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
An operations team is never complete without a robust toolkit to allow us to automate processes and multiply our impact. 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.
Hiring
Contracts & Offer Letters
- All templates are stored in the Legal Docs [CONFIDENTIAL] shared Google Drive, in the Team folder.
- To avoid emailing PDFs back and forth forever, we use the e-signature platform HelloSign.
HR, Recruiting, and Payroll
- 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. However, we will be exploring more self-serve options in the future as we now have Operations team members in the US who can act as company fiduciaries.
- Deel - platform for managing all employees outside the US and UK (using their EOR service), and all contractors globally.
- UK contracts are currently done manually in Google Drive, with payroll also being run manually.
- CharlieHR - used to store all team personal details, documents, pay and for booking any type of leave.
- Ashby - our ATS for managing all recruitment (you can find their full documentation here.
Finance and Banking
- Accounting:
- Banking:
- Brex is our main account, which we also use for team credit cards and expense management.
- We have backup savings accounts with Mercury and SVB.
- Pry (recently acquired by Brex) is our main financial planning tool.
- LTSE Equity is where we manage our cap table.
- Anrok helps us stay on top of any state and local tax obligations triggered by employee presence or sales volume, and connects seamlessly and imports sales data from Stripe. They also provide automated support for registering with local tax authorities to automate the remittance process (though we don't use this part of their service yet).
Everything Else
- For those pesky externalities, we use Embroker for all of our insurance coverage.
- A bit unusual for an operations team, we track everything in GitHub from maintaining this handbook to sprint planning. You can find the People & Ops project board here.
What we're building
Check out the company roadmap to see what we're working on next!