Payroll Manager

• 🌍 Location: We are full-remote and globally distributed! Our current team is distributed between GMT-8 and GMT+2 so we currently only hire in these timezones.

• 🎤 Interview process: Read more about our interview process.

• 🖥️ Team: People Ops

• 💼 Manager: Fraser Hopper

• 💰 Compensation: Please check our compensation calculator.

• 🦔 Read more about how we hire and how we think about Diversity & Inclusion.

We're shipping every product that companies need to run their business from their first day, to the day they IPO, and beyond. The operating system for folks who build software.

We started with open-source product analytics, launched out of Y Combinator's W20 cohort. We've since shipped more than a dozen products, including:

• A built-in data warehouse, so users can query product and customer data together using custom SQL insights.

• A customer data platform, so they can send their data wherever they need with ease.

• PostHog AI, an AI-powered analyst that answers product questions, helps users find useful session recordings, and writes custom SQL queries.

Next on the roadmap are CRM, workflow, revenue analytics, and support products. When we say every product that companies need to run their business, we really mean it!

We are:

1. Product-led. More than 100,000 companies have installed PostHog, mostly driven by word-of-mouth. We have intensely strong product-market fit.

2. Default alive. Revenue is growing 10% MoM on average, and we're very efficient. We raise money to push ambition and grow faster, not to keep the lights on.

3. Well-funded. We've raised more than $100m from some of the world's top investors. We're set up for a long, ambitious journey.

We're focused on building an awesome product for end users, hiring exceptional teammates, shipping fast, and being as weird as possible.

• Transparency: Everyone can read about our roadmap, how we pay (or even let go of) people, our strategy, and how we work, in our public company handbook. Internally, we share revenue, notes and slides from board meetings, and fundraising plans, so everyone has the context they need to make good decisions.

• Autonomy: We don’t tell anyone what to do. Everyone chooses what to work on next based on what's going to have the biggest impact on our customers, and what they find interesting and motivating to work on. Engineers lead product teams and make product decisions. Teams are flexible and easy to change when needed.

• Shipping fast: Why not now? We want to build a lot of products; we can't do that shipping at a normal pace. We've built the company around small teams – autonomous, highly-efficient groups of cracked engineers who can outship much larger companies because they own their products end-to-end.

• Time for building: Nothing gets shipped in a meeting. We're a natively remote company. We default to async communication – PRs > Issues > Slack. Tuesdays and Thursdays are meeting-free days, and we prioritize heads down building time over perfect coordination. This will be the most productive job you've ever had.

• Ambition: We want to solve big problems. We strongly believe that aiming for the best possible upside, and sometimes missing, is better than never trying. We're optimistic about what's possible and our ability to get there.

• Being weird: Weird means redesigning an already world-class website for the 5th time. It means shipping literally every product that relates to customer data. It means building an objectively unnecessary developer toy with dubious shareholder value. Doing weird stuff is a competitive advantage. And it's fun.

We have 200+ people across 30+ countries, three entities, 20+ EOR providers, and a GTM team on quarterly commission. Getting payroll right is genuinely hard, and right now it mostly works because someone is on top of it all the time. We want to hire that person properly.

This role is in the People & Ops team because it’s a key culture position at the heart of PostHog. You'll own the systems, the vendor relationships, and the compliance so that every person at PostHog gets paid correctly without having to think about it. We're growing to 300 by the end of this year and 500+ beyond that, so there's real work to do building this to scale.

You'll love this if you want to actually own something, like figuring out where things break before they do, and get a bit of satisfaction from a payroll run that just works.

• Own the full payroll process for every full-time hire globally, from their first paycheck to their last

• Run our bi-weekly and monthly pay cycles and keep them clean. Edge cases will happen and you'll be the one who sorts them

• Manage our EOR relationships across 20+ countries, including compliance, risk, and keeping on top of the constant changes that come with a global workforce

• Own our benefits packages and make sure they're competitive and compliant in every country we operate in

• Work with the GTM team to pay commissions accurately every quarter. If you've helped design commission structures before, we'd love your input on ours

• Help team members understand what Tender Offers mean for their pay. These matter a lot to people and they deserve clear, accurate answers

• Automate as much of this as possible. The goal is a payroll function that works at 500 people without five times the manual work

❌ Traditional people ops or HR. That's not this role

❌ Waiting for someone to tell you something's wrong

• You've managed payroll at a remote company, ideally using Deel, Rippling, or Remote.com. We also use BambooHR for US payroll

• You've worked with US payroll and payroll in at least one EU country like Germany, Spain, or the Netherlands

• You're comfortable being the person everyone comes to with payroll questions

Nice to have

• Set up payroll in a new country from scratch

• Designed or administered commission plans for a GTM team

• Helped employees through a Tender Offer or secondary sale

If you have a disability, please let us know if there's any way we can make the interview process better for you - we're happy to accommodate!

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