Summary
PostHog, a transparent startup, has a unique approach to hiring that includes a public job board and a transparent salary formula. They believe that transparency in hiring leads to better outcomes and attracts top talent. The company values diversity and actively works to create an inclusive environment. They focus on hiring for culture fit and value candidates who are passionate and self-driven. Communication skills and the ability to work well in a remote environment are also important. PostHog is committed to continuous learning and growth, providing opportunities for employees to develop their skills. The company values feedback and encourages open and honest communication among team members. The first hire in a startup is a unique and individual journey, with the hiring process focusing on evaluating someone's real work as a test for hiring. The company has a direct culture and values autonomy. They prioritize scrappiness and speed over being polished and slow, and prioritize caring about individual contributors. They have a centralized management system and emphasize the importance of hiring only when they are certain the person will be a good fit.
Introduction
- Anu Hariharan and James Hawkins discuss the hiring process at PostHog, a transparent startup.
- The company uses a unique approach to hiring, including a public job board and a transparent salary formula.
- They believe that transparency in hiring leads to better outcomes and attracts top talent.
- PostHog values diversity and actively works to create an inclusive environment.
- The company focuses on hiring for culture fit and values candidates who are passionate and self-driven.
- They emphasize the importance of communication skills and the ability to work well in a remote environment.
- PostHog is committed to continuous learning and growth, providing opportunities for employees to develop their skills.
- The company values feedback and encourages open and honest communication among team members.
- Overall, PostHog's transparent hiring process and focus on culture fit contribute to its success as a startup.
First hire
The most profound aspect of the topic is that the first hire in a startup is a unique and individual journey.
Key points:
- The speaker and their co-founder needed to hire a full stack engineer for their startup.
- They found Marius, who had launched a similar project on Hacker News, and reached out to him.
- Marius was initially hired as a contractor, but after seeing his work, he was brought on full-time.
- The hiring process focused on the person's talent and their ability to do the actual work.
- The speaker emphasizes the importance of evaluating someone's real work as a test for hiring.
Second hire
The hiring process for the second employee at startup PostHog involved posting the job on a remote job board and conducting separate interviews with the co-founders. The company values autonomy and has a direct culture. The second hire, Eric, stood out for his proactive and autonomous nature. PostHog implemented a "super week" where potential hires would work on real-life issues and get paid for it. The company had a transparent culture and established policies on firing and pay before hiring Eric.
Third hire
The third hire for the startup was James Greenhill, a former data engineer at Uber, who was attracted to the company through their GitHub repository. The company's efficient hiring process resulted in hiring three people after interviewing only three candidates.
Fourth hire
The fourth hire for the startup was a woman named Lottie, who started as a graphic designer but is now transitioning into product design.
- The company believed that good design would attract users and build confidence in their product.
- They wanted to differentiate themselves from other companies by having a unique and unusual style.
- Lottie was found on Twitter and reached out to through a direct message.
- The hiring process was de-risked by having her do some actual work.
- Similar to the first hire, Lottie's talent and potential were recognized through her portfolio on Twitter.
Fifth hire
The fifth hire of the startup company is an 18-year-old engineer named Michael, who was found through a "who's hiring" thread on a website. He has previous experience with a successful site project and demonstrated skills in full-stack development. The company used a similar hiring process to find someone with characteristics similar to their previous successful hires.
- The fifth hire is an 18-year-old engineer named Michael, found through a "who's hiring" thread on a website.
- Michael has previous experience with a successful site project and demonstrated skills in full-stack development.
- The company used a similar hiring process to find someone with characteristics similar to their previous successful hires.
Culture and skills
PostHog, a startup, prioritizes scrappiness and speed over being polished and slow. They value individual contributors and prioritize caring about them. The company does not hire people who mainly want to manage others. The CEO sets an example by doing individual tasks himself, which encourages others to do the same. They have a centralized management system and emphasize the importance of hiring only when they are certain the person will be a good fit. The company values maintaining a high standard of performance and believes in making decisive and sometimes difficult decisions to achieve this. They also prioritize transparency, communication, and self-starters with a growth mindset.